Performance Management Paper - Essay Example

Performance Management. As a senior manager with other managers reporting to me directly and with employees under them, I have a role of enabling good performance and success for every employee. Having observed undesirable behaviour among employees and line managers working under me therefore calls on me to be proactive and respond in good time before the situation gets out of hand. A high employee turnover definitely means something is wrong and therefore engaging and coaching my team on performance and workplace relations is timely.

Performance management is an ongoing process and a responsibility of every manager while coaching is very important in assisting individuals work as a team. Coaching can be very effective in eliminating workplace conflicts, cementing relationships and having teams focus on their core work hence achieve the set objectives. To effectively coach my team, I will focus a lot on developing interpersonal skills and improving interactions instead of developing individuals. This is because the way individuals act and communicate with each other are crucial factors that drive effective performance in the team.

One guiding principle in my team training therefore has to be team work, learning to work with colleagues and understanding to relate with others. To begin off, I must understand team dynamics; it is obvious that all of us have our own ways of working and communicating hence one can really be frustrated if not understood by colleagues. The objective is to have team members come together, discuss their personal profiles and assist them devise means to work together. Once managers understand this then they definitely do the same even with the junior most employees.

Another guiding point in team training is establishing behaviour expectations; understanding the perspectives of others can greatly improve performance and relationships. But there must be some ground rules guiding the team members as they work to accomplish set goals. Having a very clear behaviour code and communication expectation is thus very important. Another key point of training is evaluating rewards and recognitions systems. It is very common for values held by different individuals to compete and hinder effective performance in teams.

As the manager, it will be my role to determine any sources of competition in values and devise ways to fix the same. Supporting individual performance is another essential point in team coaching as some members may require to be supported in learning new skills so as to meet team expectations. Readiness for change differs with individuals and therefore as a manager I must be sensitive to the differences and support every individual (Bacal, 2012). Coaching and training the managers on how to work with teams and how to deal with unwanted behaviours is not enough.

Performance management is an ongoing process and therefore feedback must be provided and evaluated constantly. I therefore having communicated clearly to the team what is expected must follow up, obtain and communicate feedback on the individual aspects of the training so as to support every manager in adapting. According to (Setzer, 2005) the feedback should include specific examples of how performance is being met as well as where it may be lacking. I think the guideline outlined in the reading text is very valuable in ensuring effectiveness by aligning employees to the organisational goals.

In conclusion therefore, performance management is a very crucial ongoing process for every manager. As managers we must be ready to support all employees meet performance expectations by creating an enabling work environment. Teamwork is very important in achieving performance goals and therefore having teams with competing values or behaviour that is not desirable may hinder organisational performance. It is therefore important that employees engage in behaviour that is healthy to the team and adhere to the set ground rules that guide attainment of team objectives.

Coaching becomes important where problems are identified in the team that threaten coexistence hence negatively impact performance. Works Cited.1. Robert Bacal. “Performance Management 2nd ed.” McGraw-Hill, 2012 ISBN: 987-0-07-177225-92. Virg Setzer. “The 12 Essentials For High performance.” Performance point Solutions, LLC (2005).