Motivating to Perform in the Workplace
M3.12 MOTIVATING TO PERFORM IN THE WORKPLACE
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By ANDREA HUGHES
The value of assessing performance
Formal and Informal systems of assessment/appraisal
Assessment is the on-going review by a line manager of the work an employee or a team has performed that is measured against expected outcomes. It is a two way communication channel that gives a shared understanding of what is to be achieved, it provides an opportunity to get employees to buy in to the process. It is a useful tool that can highlight development needs. It can highlight good practice, and bad practice and if there are deficiencies in the process, on either side. This means there is an opportunity to recognise achievement and where problems are identified, how these can be addressed.
There are many methods of assessment in the workplace and they can be both formal (these are usually established processes set up by the organisation) and informal (these are not established processes and are generally spontaneous). * Formal methods used in the workplace * Performance and development reviews; * Staff appraisal/review; * 360 degree feedback; * Team meetings. * Informal methods used in the workplace * Informal discussion with staff, meeting in the corridor; * Feedback in the office, recognition in front of peers for a job well done; * E mail giving affirmation of a job well done * Office brainstorm.
The value of Formal and Informal systems
Formal assessments provide a structured system that compares employee performance to established standards. Assessment of job performance is shared with the employee / employees being appraised. Elements in performance appraisal methods are tailored to the organisation's employees, jobs and structure. They include objective criteria for measuring employee performance and ratings that summarize how well the employee is doing. Successful appraisal methods have clearly defined and explicitly communicated
~
By ANDREA HUGHES
The value of assessing performance
Formal and Informal systems of assessment/appraisal
Assessment is the on-going review by a line manager of the work an employee or a team has performed that is measured against expected outcomes. It is a two way communication channel that gives a shared understanding of what is to be achieved, it provides an opportunity to get employees to buy in to the process. It is a useful tool that can highlight development needs. It can highlight good practice, and bad practice and if there are deficiencies in the process, on either side. This means there is an opportunity to recognise achievement and where problems are identified, how these can be addressed.
There are many methods of assessment in the workplace and they can be both formal (these are usually established processes set up by the organisation) and informal (these are not established processes and are generally spontaneous). * Formal methods used in the workplace * Performance and development reviews; * Staff appraisal/review; * 360 degree feedback; * Team meetings. * Informal methods used in the workplace * Informal discussion with staff, meeting in the corridor; * Feedback in the office, recognition in front of peers for a job well done; * E mail giving affirmation of a job well done * Office brainstorm.
The value of Formal and Informal systems
Formal assessments provide a structured system that compares employee performance to established standards. Assessment of job performance is shared with the employee / employees being appraised. Elements in performance appraisal methods are tailored to the organisation's employees, jobs and structure. They include objective criteria for measuring employee performance and ratings that summarize how well the employee is doing. Successful appraisal methods have clearly defined and explicitly communicated