Proper Performance Management - Essay Example

Proper performance management is the pillar of an organization’s success and it is achievable by having in place a clear link between employee efforts and an organization’s objectives. This is however not the case in a number of organizations where there exists a total disconnect between the employee and enterprise objectives often resulting in unwanted employee behavior (Aguinis, p 12). This paper will focus on training managers of an organization with unwanted employee behavior on how to not only deal with this vice but also sustain acceptable workplace behavior for the larger good of the enterprise.

Proposed approach

The suggested style is to begin by leading through example among managers and understanding why the difficult employees behave as they do. In the course of this understanding, root causes will be unearthed, and lasting solutions found for the growth and profitability of the enterprise.

Guidelines for dealing with unwanted employee behavior

1. Pay attention: to correct unwanted employee behavior, responsible managers mustn't ignore the difficult employees when they act inappropriately. By yelling at these staff, the root causes of their actions will not be identified and the result is a lack of productivity and further rebellion.
2. Take immediate action: Managers should act as soon as possible on poor behavior when evidence of such is witnessed. Failure to act in real-time will lead to further escalation of the problem. It is sometimes notable that several employees with misconduct issues do not realize that their actions are offensive to others around them and therefore immediate action goes a long way in bringing to their attention the wrongs in their actions for subsequent corrections.
3. Carry out a personal investigation of the problem: After sufficient investigation by the manager, he must call the person to a private meeting to find out if he knows about the said misbehavior. If it is determined that he is not aware of the conduct as inappropriate, then a clear explanation should be made to him on what is considered appropriate and what is not (Williams, p 48). The employee should in this meeting be given the chance to respond to the allegations by the manager to help further shed light on the root causes of the problem.
4. Provide support: It is the responsibility of managers upon taking note of negative behaviors and discussing them with the affected discussing employee to initiate a coaching program aimed at helping these members of staff adopt better and acceptable behavior in workplaces. It is important that the employees under behavior coaching are appreciated and commended on any progress made to encourage them on walking the path of positive behavioral change.
5. Termination: If after all the above actions are undertaken by the responsible manager and no changes in behavior are seen on the part of the employee, then termination becomes necessary. He should be given an explanation of the series of events and corrective efforts taken before the termination to provide a clear understanding of the efforts tried to resolve the situation amicably without success.

Value in the proposed approach

The approach above provides no room for witch hunts and false accusations by addressing the root causes of the problem and hearing concerns from all parties. This can help a great deal in identifying deeper problems within an organization for eventual productivity. It also brings the culture of teamwork since the accused gets the chance to make positive changes and feel part and parcel of the solutions which in the end brings employee loyalty both to the managers and the organization. Once an employee clearly understands what bad behavior is and makes the required changes, his remorse will lead to motivation to be better resulting in staff improved productivity.

Disadvantages of the approach

• The approach is subject to manipulation by managers especially where there are personal differences between them and the accused employees.
• Since the entire process is undertaken by the managers without the involvement of a third party, authentication of the alleged misbehavior may not be guaranteed.

Monitoring the effectiveness of the proposal among managers

With the help of feedback from other employees, positive behavioral changes on the part of the accused can be determined. This can be done through interviews or with the help of an evaluation questionnaire. However good, this method is subject to prejudice given its dependence on the personal opinions of other staff. The most appropriate method is observation by the managers and subsequent follow-up meetings with the accused to find out their behavioral progress.