Hi,
Appreciations /awards /rewards are no doubt the best tools to keeps employee moral high and ever energetic.On the contarary,it is important for an organisation to identify the fact that weather they need satisfied employees or excited employees.Satisfied employees need driving forces in the form of appreciations etc, but employees that are ever dynamic, and hungry for growth & development need only resources and management support to perform and enter into the zone of next practices and not the best practices. Innovation is the key to success and similar mantra attached with higher dividends will result into highly energetic work force which is required for the organisation.
Bijay
From India, Vadodara
366Appreciations /awards /rewards are no doubt the best tools to keeps employee moral high and ever energetic.On the contarary,it is important for an organisation to identify the fact that weather they need satisfied employees or excited employees.Satisfied employees need driving forces in the form of appreciations etc, but employees that are ever dynamic, and hungry for growth & development need only resources and management support to perform and enter into the zone of next practices and not the best practices. Innovation is the key to success and similar mantra attached with higher dividends will result into highly energetic work force which is required for the organisation.
Bijay
From India, Vadodara
Hi Bijay,
Yes, innovation is required and it is a must for success, still nowadays we are seeing satisfied employees as those who will sustain the growth, which is the base for further development.
Also 'next practices' step is only next to what is the 'Best' practice we are following in the organization. As a person and employee who is working in a 'GREAT PLACE TO WORK' certified company I am visualizing the 'appreciation' part working out better when compared to 'excitement' category.
From India, Chennai
Yes, innovation is required and it is a must for success, still nowadays we are seeing satisfied employees as those who will sustain the growth, which is the base for further development.
Also 'next practices' step is only next to what is the 'Best' practice we are following in the organization. As a person and employee who is working in a 'GREAT PLACE TO WORK' certified company I am visualizing the 'appreciation' part working out better when compared to 'excitement' category.
From India, Chennai
Hi Sir,
Below is the extract from a Book on management Quotes -
"Helping People
If you are honest about helping others, rather than
showing how smart the organisation is, things are very easy.
But the important thing is that people should realize
that you care about them, you want them to
succeed. As long as they understand that, people
will accept innovative approach"
Best Practices lead to agreement on mediocrity and bench marking. Employees need to be energized to a level where they are sure of best practices and ready for the next one to co- create and innovate.
I appreciate your efforts to sustain the best practices, but suggest to leverage the level of appreciations to employees, to an extent where they are energized to go beyond the limits of best practices and involve in co creativity.With this organisation will be benefited and the employees too.
From India, Vadodara
Below is the extract from a Book on management Quotes -
"Helping People
If you are honest about helping others, rather than
showing how smart the organisation is, things are very easy.
But the important thing is that people should realize
that you care about them, you want them to
succeed. As long as they understand that, people
will accept innovative approach"
Best Practices lead to agreement on mediocrity and bench marking. Employees need to be energized to a level where they are sure of best practices and ready for the next one to co- create and innovate.
I appreciate your efforts to sustain the best practices, but suggest to leverage the level of appreciations to employees, to an extent where they are energized to go beyond the limits of best practices and involve in co creativity.With this organisation will be benefited and the employees too.
From India, Vadodara
Employee Appreciation in the corporate culture, well, it does ring a bell. As the saying goes, “Next to excellence, comes the appreciation of it”. Businesses that proactively use appreciation attest to its powerful value. Appreciation when it becomes part of the corporate culture can be the secret weapon that propels companies past their competition.
Lack of appreciation in the workplace causes employee and customer frustration resulting in crippling performance, productivity and profitability.
We must find time to stop and thank people who make a difference. Too often, workers are ignored, asked to perform tasks without proper guidance, given little feedback so they can do their jobs well, rarely acknowledged for their good work and only singled out when they make mistakes. This takes its toll on even the most energetic and positive employees. Business owners and managers have to ask themselves how much they value their employees and customers. In many cases, the truthful answer would be ‘not much’.
There are lot of ways appreciation will motivate an employee, one quick thought will be handing out ‘employee of the month’ awards and make other token gestures to their employees. Appreciation is not just another word for gratitude, but rather is an obsession with value.
More than half of employees admit they would stay longer at their jobs if their bosses showed more appreciation according to a recent survey. While it may come as no surprise that the majority of employees surveyed say pay raises are the number one way to make them feel appreciated at work, other types of valued form of appreciation include unexpected treats and rewards, involvement in decision making, company wide recognition, opportunities to do interesting work, telecommuting options and company sponsored social events.
Genuine appreciation seeks out the value, the worth, within every employee, every customer interaction and every situation and then uses that value proactively to generate business success. For a job well done, saying a simple ‘thank you’ in person or a hand written thank you note, can go a long way in making employees feel appreciated. At a tech company, it’s all easy to just write e-mails but it takes time to sit down and write out a note, but it goes a long way.
Thanking employees regularly may also help them accept criticism better, as long as the feedback is specific. If you try to make your employees feel better at what they do, positive and negative feedback become a regular part of the conversation. A happy manager should be one who makes an effort to walk around the office each day looking for opportunities to praise the members of the team. A good leader is like a candle, it consumes itself to light the way for others.
While it is important to appreciate those who provide great service, it’s also important to appreciate those who provide us job security- our customers. Look for small, everyday opportunities to appreciate your frequent callers, just show them a random act of kindness. It could be something as simple as inviting them for a coffee or sending a bouquet.
Develop a culture of appreciation throughout the entire organization that can lead to success: increased performance, productivity and profitability. Not only that, but this success comes not at the cost of employee well-being but rather as a result of appreciation’s ability to increase employee happiness and well-being.
From India, Chennai
Lack of appreciation in the workplace causes employee and customer frustration resulting in crippling performance, productivity and profitability.
We must find time to stop and thank people who make a difference. Too often, workers are ignored, asked to perform tasks without proper guidance, given little feedback so they can do their jobs well, rarely acknowledged for their good work and only singled out when they make mistakes. This takes its toll on even the most energetic and positive employees. Business owners and managers have to ask themselves how much they value their employees and customers. In many cases, the truthful answer would be ‘not much’.
There are lot of ways appreciation will motivate an employee, one quick thought will be handing out ‘employee of the month’ awards and make other token gestures to their employees. Appreciation is not just another word for gratitude, but rather is an obsession with value.
More than half of employees admit they would stay longer at their jobs if their bosses showed more appreciation according to a recent survey. While it may come as no surprise that the majority of employees surveyed say pay raises are the number one way to make them feel appreciated at work, other types of valued form of appreciation include unexpected treats and rewards, involvement in decision making, company wide recognition, opportunities to do interesting work, telecommuting options and company sponsored social events.
Genuine appreciation seeks out the value, the worth, within every employee, every customer interaction and every situation and then uses that value proactively to generate business success. For a job well done, saying a simple ‘thank you’ in person or a hand written thank you note, can go a long way in making employees feel appreciated. At a tech company, it’s all easy to just write e-mails but it takes time to sit down and write out a note, but it goes a long way.
Thanking employees regularly may also help them accept criticism better, as long as the feedback is specific. If you try to make your employees feel better at what they do, positive and negative feedback become a regular part of the conversation. A happy manager should be one who makes an effort to walk around the office each day looking for opportunities to praise the members of the team. A good leader is like a candle, it consumes itself to light the way for others.
While it is important to appreciate those who provide great service, it’s also important to appreciate those who provide us job security- our customers. Look for small, everyday opportunities to appreciate your frequent callers, just show them a random act of kindness. It could be something as simple as inviting them for a coffee or sending a bouquet.
Develop a culture of appreciation throughout the entire organization that can lead to success: increased performance, productivity and profitability. Not only that, but this success comes not at the cost of employee well-being but rather as a result of appreciation’s ability to increase employee happiness and well-being.
From India, Chennai
Thank you for share the great read on Employee Appreciation. Appreciation/Recognition is an essential aspect for an organization and it directly leads to the productivity. Study shows appreciation matters a lot as it raises the potential of employee performance. Absolutely, If want to grow your business than treat an employees in the right way. Employees are the true assets of an organization.
From Pakistan, Karachi
From Pakistan, Karachi
Employee performance reviews is a must-do for any organization. Performance reviews done right, is one of the best opportunities to encourage and support high performers and constructively improve middle and low performing employees. Performance reviews helps in professional development and strong relationship building. With so many advantages of performance reviews, am sure you would not want to go by the usual and regular performance reviews.
So what are the ways to make performance reviews worthwhile?It is always better to keep performance reviews simple and straight.
1. Set proper expectations: The first thing to do is to layout a quick agenda for the performance review and start the conversation with a positive note. After this, you can quickly discuss about the things going on. Put forth the areas of growth and see what you can do to make your employees experience at work place even better.
2. Ask your employees perspective: It is your employee's review, so let them talk. This will give you a read of your employees thoughts. Allowing your employees do most of talking is an added benefit as they will be the once raising the potential areas where they are under-performing or suggest opportunities they are excited about.
3. Keep your feedback specific: Begin the review with the employees core area and commend for the work well done. Give them specific feedback with examples of their strengths and positive behavior. Recognizing your employees good work will make them feel that their work is noticed and valued.
4. Make your employees feel that they can do better: If you sum up your review as "You are great!" to your most talented employee, you are holding back his chance to explore areas of growth. No matter how talented your employee is, think of ways he could grow and a position he would want to hold two or five years down the lane.
5. Set future expectations: To help your employee understand what's next is an important part of employee performance review. If you think of allotting anew project, or if they are in line for a promotion or appraisal, then guide them in way that will motivate them to take it up and do justice.
From India, Chennai
So what are the ways to make performance reviews worthwhile?It is always better to keep performance reviews simple and straight.
1. Set proper expectations: The first thing to do is to layout a quick agenda for the performance review and start the conversation with a positive note. After this, you can quickly discuss about the things going on. Put forth the areas of growth and see what you can do to make your employees experience at work place even better.
2. Ask your employees perspective: It is your employee's review, so let them talk. This will give you a read of your employees thoughts. Allowing your employees do most of talking is an added benefit as they will be the once raising the potential areas where they are under-performing or suggest opportunities they are excited about.
3. Keep your feedback specific: Begin the review with the employees core area and commend for the work well done. Give them specific feedback with examples of their strengths and positive behavior. Recognizing your employees good work will make them feel that their work is noticed and valued.
4. Make your employees feel that they can do better: If you sum up your review as "You are great!" to your most talented employee, you are holding back his chance to explore areas of growth. No matter how talented your employee is, think of ways he could grow and a position he would want to hold two or five years down the lane.
5. Set future expectations: To help your employee understand what's next is an important part of employee performance review. If you think of allotting anew project, or if they are in line for a promotion or appraisal, then guide them in way that will motivate them to take it up and do justice.
From India, Chennai
There are no tricks in PA , Be honest and straight forward and the best way to do that is to make every employee write the vision, mission of the company again, their meeting set targets at the start of the quarter or year or start of the job/task and let them rate themselves on a scale of 1-9 on different aspects and ask them to segregate two important attributes - when they had fun the most and second when they thought they have lost it and why - This helps every employee to be responsible for themselves without hurting their ego or self respect and give them their final chance and make them responsible for their best or worst performance and it is not dictated by any seniors or peers.This has given me positive results, Try it and see. Good Luck
Regards
Ashwin - S9 Consulting
From India, Hyderabad
Regards
Ashwin - S9 Consulting
From India, Hyderabad
Hiring efficient employees and managing them wisely is an important task of an HR. When the organization is small, it is possible for an HR to take care of screening and recruiting new employees, addressing employee issues and conveying feedback to the employees. An Hr acts as a liaison between the employees and the organization. When the organization grows and the number of employees increases simultaneously, managing all the employees at a time gets difficult slowly reaching the impossible stage. In this case, what should an organization do to get things back in place? The best thing is to go for performance review system.
But, how will using performance review system benefit an HR?
Every organization has its own culture and an HR is responsible to set a kind of culture that suits the management and the employees. At some point when the organization grows and segments into various departments, it becomes difficult for the HR to maintain the same culture throughout. Performance review system plays a good role at this stage. Performance review system helps an HR to build a common corporate culture. He can set goals and values according to the corporate culture using software. Performance management system being a transparent tool enforces the managers and the employees to quickly adjust their behaviors without a choice.
Performance appraisal is one of the key acts in an organization where an HR has a role to play. When it is a 360 degree appraisal of an employee, it is essential that he gets definite feedback from all the members he reports to and works with. 360 degree feedback is not complete even if one member fails to comment and evaluate an employee. It is the HR who is responsible to collect the feedback from every individual and which is not an easy task. Carrying out this process manually could also make room for manipulations and conflicts. Performance review system can help get away with these issues, as the system will be automated to send personal notifications to individuals who miss to give their feedback.
With all the data collected in the system, an HR will also be able to find gaps in the organization, set new goals and objectives and plan training and development needs to benefits the employees and the organization.
From India, Chennai
But, how will using performance review system benefit an HR?
Every organization has its own culture and an HR is responsible to set a kind of culture that suits the management and the employees. At some point when the organization grows and segments into various departments, it becomes difficult for the HR to maintain the same culture throughout. Performance review system plays a good role at this stage. Performance review system helps an HR to build a common corporate culture. He can set goals and values according to the corporate culture using software. Performance management system being a transparent tool enforces the managers and the employees to quickly adjust their behaviors without a choice.
Performance appraisal is one of the key acts in an organization where an HR has a role to play. When it is a 360 degree appraisal of an employee, it is essential that he gets definite feedback from all the members he reports to and works with. 360 degree feedback is not complete even if one member fails to comment and evaluate an employee. It is the HR who is responsible to collect the feedback from every individual and which is not an easy task. Carrying out this process manually could also make room for manipulations and conflicts. Performance review system can help get away with these issues, as the system will be automated to send personal notifications to individuals who miss to give their feedback.
With all the data collected in the system, an HR will also be able to find gaps in the organization, set new goals and objectives and plan training and development needs to benefits the employees and the organization.
From India, Chennai
Nice Approach. large and reputed organisations already use these tools/procedures to measure the performances of employees.However Delegation of authority to right person and entrusting the appraisals in right hands will be a great help in retaining and developing the right talent with the organisation.
HR has great role in managing the performance management system with meticulous details in defining KPIs and KRAs across all verticals and thus a good system of performance measurement can be implemented.
Training and awareness of these systems to employees will also be an important aspect in implementation.
Thanks
Bijay
From India, Vadodara
HR has great role in managing the performance management system with meticulous details in defining KPIs and KRAs across all verticals and thus a good system of performance measurement can be implemented.
Training and awareness of these systems to employees will also be an important aspect in implementation.
Thanks
Bijay
From India, Vadodara
Performance Management is vital within any organization. Armstrong and Baron 2010 define performance management as "a process which contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance."
Performance management is not simply providing an annual review for the employee, but is about working together with the employee to identify strengths and weaknesses in their performance. Most managers and employees dislike performance management process of their respective organization. What managers hate most about their job, is performance management because they don’t know how to do it effectively.
The Key steps in developing an effective performance management system are:
Organization’s Objective: One of the significant obstacle of performance management is the indistinctness of the organizations as well as employee’s objectives. The employee should know what is expected from them all the time. Surveys suggest that many employees complain that they are unaware of what the organization expects from them. Hence, every employee need to know all the hows, whats , whys and whens related to their work. An organization can work better when an employer views the task through their employees' eyes.
Communicate: Managers should not limit communication to just problems even if they lack time. They should instead increase the horizon of communication by providing continuous coaching, training, communication through regular emails, face to face meetings etc. It will help the employee to know the acceptable standard of the employers expectation. In short - Try to communicate multiple times in multiple ways.
Document: Maintain records of your employees successes and failures. keep the document short, factual and behavior based. A concrete feedback is the key to success under performance management process.
Frequency of appraisal: Multiple Assessment and Self Assessment: Performance management should not be once a year event there should be a continuous dialogue between manager and an employee, because employees have a legitimate need to know how their performance is viewed. Also, the supervisor has a legitimate reason to conduct performance appraisals.
Frequent Feedback: The optimal way to manage performance is to measure it on regular and informal basis. Conduct formal meetings to confirm and maintain records of what has been discussed throughout the year. The most important key to effective performance management is, First - No Surprises and Second – no selective memory by the manager or the employee. The effective performance management helps to create a motivated and committed workforce.
Development & Support: Provide development opportunities to the employees, giving them chance to do new things, learn new things, develop professionally in terms of Individual and as a team, promotion, multiple projects etc. This will statistically help organization to create a high performing team with high level of productivity, retention, motivation and satisfaction towards work.
From India, Chennai
Performance management is not simply providing an annual review for the employee, but is about working together with the employee to identify strengths and weaknesses in their performance. Most managers and employees dislike performance management process of their respective organization. What managers hate most about their job, is performance management because they don’t know how to do it effectively.
The Key steps in developing an effective performance management system are:
Organization’s Objective: One of the significant obstacle of performance management is the indistinctness of the organizations as well as employee’s objectives. The employee should know what is expected from them all the time. Surveys suggest that many employees complain that they are unaware of what the organization expects from them. Hence, every employee need to know all the hows, whats , whys and whens related to their work. An organization can work better when an employer views the task through their employees' eyes.
Communicate: Managers should not limit communication to just problems even if they lack time. They should instead increase the horizon of communication by providing continuous coaching, training, communication through regular emails, face to face meetings etc. It will help the employee to know the acceptable standard of the employers expectation. In short - Try to communicate multiple times in multiple ways.
Document: Maintain records of your employees successes and failures. keep the document short, factual and behavior based. A concrete feedback is the key to success under performance management process.
Frequency of appraisal: Multiple Assessment and Self Assessment: Performance management should not be once a year event there should be a continuous dialogue between manager and an employee, because employees have a legitimate need to know how their performance is viewed. Also, the supervisor has a legitimate reason to conduct performance appraisals.
Frequent Feedback: The optimal way to manage performance is to measure it on regular and informal basis. Conduct formal meetings to confirm and maintain records of what has been discussed throughout the year. The most important key to effective performance management is, First - No Surprises and Second – no selective memory by the manager or the employee. The effective performance management helps to create a motivated and committed workforce.
Development & Support: Provide development opportunities to the employees, giving them chance to do new things, learn new things, develop professionally in terms of Individual and as a team, promotion, multiple projects etc. This will statistically help organization to create a high performing team with high level of productivity, retention, motivation and satisfaction towards work.
From India, Chennai
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