The main goal for performance-management systems is to improve
employee effectiveness. Employers understand how
important those systems are, but some employees have a tough time buying into
the idea of them.
A 2014 Employee Outlook survey conducted by YouGov for
the U.K.-based Chartered Institute of Personel and Development found
that 30 percent of the 2,523 employees surveyed saw performance management
systems as unfair. This begs the question: How can companies create
performance-management systems that employees can support, and believe to be
objective?
First, of course, trust must be established. Once employees trust
their employer, they will believe that performance-management systems are the
best tool a company has to understand how employees contribute, and to
improve productivity. They are intended for company
and employee growth, not, as many people fear, to fuel an office
witch hunt.
Here’s how to establish trust and credibility with employees:
1. Prioritize employee recognition.
Employees struggle to respect authority and trust managers who
don’t recognize their successes, and most employers are failing at employee
recognition. A September 2015 study from Achievers found that 57 percent of the 397
employees surveyed didn't feel recognized for their progress at work.
When companies use an employee-recognition plan, they celebrate
staff successes and create incentives to keep people motivated. Such a plan
engages employees because they feel that they are noticed for their progress
and performance. In fact, the 2015 Globoforce Survey found that 90 percent of
the 823 HR professionals participating said that an employee recognition
program positively impacts engagement.
The ability to provide on going feedback is a by product of
employee recognition programs. When managers are
engaged with their staff, focusing both on where employees can improve and
where they are exceeding expectations, they are building trust and showing
employees respect. And trust and respect are vital to an effective performance
management system.
2. Lead by example.
A strong work ethic isn't learned from managers who talk
about it without backing it up. In other words, practice what is preached. Employees will respect leaders who live by the direction and
guidance they provide.
For example, if supervisors remind team members
to complete their purchase orders while they themselves fail to perform
this task, employees won’t be motivated. All levels of the staff need
to trust leadership, and true leaders demonstrate company values and teach
policies and procedures in their actions, not just their words.
3. Assume personal accountability.
Passing the buck is neither productive nor admirable. When leaders
avoid taking responsibility for their actions, employees lose trust and respect
for them, and sometimes people even jump ship because of it. A 2014 BambooHR survey found that one in five
employees surveyed had left a previous employer because of a boss who “passed
the buck.”
Just as they should lead by example in terms of work ethic, managers also need to show that personal accountability is something
the company values in its employees. If you're a manager,
admit oversights and mishaps, then develop solutions and preventative measures
to avoid future problems. After all, that’s what performance management is all about
improving productivity and empowering employees to be more accountable for
their actions.
4. Remain positive.
Speak in a positive way that is forward-thinking and
solutions-oriented. The company’s values and direction are important to talk
about on a regular basis. Keep employees informed
about where the company is going and how each person is contributing to that
vision.
Unfortunately, a large number of employees miss out on this
big-picture kind of thinking. The September 2015 study
from Achievers found that 61 percent of participating employees
didn't know their company’s mission or cultural values. Additionally, 45 percent didn't trust their company’s
leadership.
When managers can establish the large-scale vision from the
get-go, employees know their role in the company’s growth plan and are far more
invested in their work. They welcome performance management with open arms when
they know how it will help them achieve their goals.
5. Invest in career development.
When employers invest in their employees and guide them toward
career growth, those employees feel valued and respected. A talent mobility program is the perfect way to systematically
identify top performers, create action plans and execute an effective
training and development process.
Companies that help employees define their personal goals are
building a trusting relationship. Employees will understand that the
performance-management system is meant to help them improve in ways that help
them reach their individual goals as well as achieve organizational objectives.
Performance management doesn’t just play a part in the company’s
needs it benefits those who want to grow and move within the company and
industry. Employers who can illustrate this connection for their workforce will
be well on their way to large-scale growth.
Keterangan :
1. Kalimat yang diberi
warna merah adalah kalimat present tense
2. Kalimat yang diberi
warna biru adalah kalimat present perfect tense
