At present, people are paying more and more attention to the highest performance of everyone in the organization. At the same time, there are corresponding questions about how to achieve this goal in an effective and focused manner for the organization, as well as to provide incentives and constructiveness to each employee.
In most organizations, the assessment process takes the form of an annual performance assessment review between the manager and the employee. This interview provided an opportunity for a thorough and frank discussion of personal performance in the first 12 months and allowed the parties to agree on the key performance and development issues that emerged. These issues typically include updated performance indicators, new personal goals, and the provision of training and personal development plans.
Regardless of whether the appraisers and evaluators acknowledge that compensation is an important part of the agenda, it will become even more so in the future as compensation is increasingly related to performance.
However, the irony of the current situation is that while many organizations are conducting performance evaluations with new urgency and focus, feedback from managers and employees indicates that there are few goals to achieve. In fact, the current performance appraisal process seems to motivate most employees to the level of visiting dentists!
why? Of course, this is an organization-supported discussion that gives managers and employees the opportunity to discuss their views and ideas about key work issues such as performance, compensation, and career development, which should only benefit both.
What is wrong?
Some key issues that organizations need to review urgently:
- Unclear and uncensored job roles
- ' woolly' or unclear performance indicators
- Inconsistent and unimaginative compensation and performance policies
- ' willfulness & #39; and frankly ignore the manager's interpersonal skills.
However, the most critical factor that requires complete rethinking is that personal development plans are an integral part of performance assessment discussions.
For most employees, the annual assessment meeting is still the only time they discuss their career path and personal development in detail with their managers.
Many employees complain that their personal developments in career development, job satisfaction and personal development are just "strengthened". In the performance appraisal discussion, and in the atmosphere where all subjective choices about performance and rewards are available? not easy.
So why is the atmosphere of the performance appraisal meeting not suitable for personal development discussions? Because everyone's focus and focus should be different.
Performance appraisal
- Manager leadership
- based on results
- Past performance
- Organizational needs
- Payment/compensation related
- Judgment
Development discussion
- Employee leadership
- Based on skills/talents
- Future growth
- Personal ' needs
- Career related
- development of
Performance and compensation cannot be discussed wisely in the process of growth and development. The danger is that short-term compensation issues will always affect long-term development issues. In fact, development problems with greater long-term benefits will always be secondary.
Organizations must recognize and demonstrate that employee success is not only related to past performance, but also to their future personal development.
So what is the remedy?
1. Individual career and development planning requires organizational priorities that are the same as performance management, assessment skills, training and compensation. It requires independence as an important personnel practice.
2. Must take into account the view that career development can only be measured by means of promotion. The grim reality is that the right size will be promoted to more and more employees. Organizations and employees need to accept this and redefine the meaning of success.
3. Every employee must be taught how to be responsible for their personal growth and development. They need time and encouragement to develop a regular personal development agenda for discussion with the manager.
4. Growth and development should focus on individual personal skills and abilities, especially those individuals who want to use more and are critical to their success. The result is a win-win situation for both individuals and employers.
5. People's growth and development require a more flexible organizational work structure, new responsibilities, tasks and projects will provide opportunities for personal growth.
Recent research has repeatedly shown that growth and development are among the top motivational issues for today's employees. In order to improve the company's performance, personal development issues must be addressed as a strategic issue.
Employees must have sufficient time and opportunity to discuss their development and growth plans and aspirations with managers. They also need a way to achieve this.
Just as performance evaluation has never worked in the hands of untrained managers, this is related to personal development discussions. Unless managers have experience with effective processing, they will not happen at all.
Performance appraisal meetings and personal development discussions are critical to any organization that wants to improve performance, stay motivated, and retain employees. Both activities are extremely interdependent and interrelated, but with different priorities and priorities.
Performance appraisal discussions should focus on the effectiveness of your goals for discussion and agreement, and what steps need to be taken to improve performance over the coming year? '
Personal development discussions should focus on what actions you think need to be taken to make your work more satisfying and to use your talents and skills more effectively? '
There is a wind of change that boasts the key to personal success in organizing. If the organization provides individuals with a real opportunity for personal development and growth, individuals will provide organizations with higher performance. If the individuals in the organization do not grow, the organization will not grow.
The news is very clear. Personal development has gone beyond performance evaluation; it is now equal and must be handled separately.
Orignal From: Performance Evaluation and Personal Development - Evil Alliance
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