Analyzing Performance Management Plan

Performance Management

I work in a retail store that sells handbags, shoes, linens and similar household and clothing products. My company just had a bad quarter. Consequently, I have requested my senior management team to enhance the performance by employees in the retail section immediately in order to turn the trend around. I have requested that they establish a performance management system so as to change the performance of the current employees for the better. This can be achieved, firstly, by making the system effective through the creation of a job description for each employee and the retail sales associate (Smith, 2016). This can be attained as follows

Performance Management

The retail associates in our company are critical positions because they are best poised to deliver the retail objective of the company. A retail sales associate must polish his/her sales techniques and internalize the company's strategies aimed at boosting sales. The end goal that the associate seeks to attain is to establish a good relationship between the company and its customers. Excellent communication skills are necessary for the position of a sales associate. Customers should feel free to ask questions and direction while shopping at our outlets. The pay structure (salary plus incentives) of the company is designed to reward the associates that achieve the company objectives of customer satisfaction and increased sales. Therefore, there is need for a sales associate that can adapt to varying customer shopping preferences.

Some of the key roles expected of a sales associate include instilling customer confidence in our products and services by enriching their shopping experience through friendly, reassuring and interactive assistance whenever they seem unsure. The associate should also make maximum use of the display strategies to entice customers and boost the enthusiasm of the customers to shop with us (Smith, 2016).

Organizational Behaviour Modification (OBM) Plan Plus Key Behaviours Required for Successful Performance of a Retail Sales Associate

I need to modify the behaviour of employees if I'm to succeed in improving the sales results. I'm obligated to define for these employees four major behaviours that are crucial for enhanced job performance. These are:

Developing a polite and friendly demeanour in order to make customers feel at ease in our outlets and around you.

Developing good communication that includes patience to listen to the customers concerns. This will help you address issues effectively.

Manage your stress effectively in order to help others too

Bear a pleasant attitude all the time (Smith, 2016).

Implementation of Organizational Behaviour Modification plan

There is need to firstly identify the performance related behaviours that cause problems. I need, secondly, to measure the extent of the problem by marking a baseline in the targeted problem behaviour. I have to point out the behavioural contingencies and identify the conditions that led to the manifestation of such behaviour. And then I have to select the appropriate behaviour adjustment strategy which could either be reinforcement or punishment, or even a combination of the two. The next step will involve estimation of the strategy of intervention used, and figuring out whether it has yielded the desired outcomes. If the problem is solved, the option is to apply reinforcement to sustain the desired behaviour response. I have to, finally, evaluate the extent of improvement in the performance levels of the employee (Smith, 2016).

Two Ways to Measure Whether Current Employees' Exhibit Job Performance Behaviours and Methods to Inform Employees of the New Performance Standards

For me to make sure that the sales figures are kept on an upward trend, I must track the performance of the employees. In order to determine whether prospective employees have the requisite qualities desired, I must stick to the policy of keeping a close watch on specific task results. This should include tangible evidence of such outcomes that can be analysed without the need for the presence of the employee. I must also focus on the feedback regarding the performance of the employee.

As the officer in charge of the employees, I must embrace two-fold procedures that facilitate timely information to the employees with regard to the standards of performance. I will reshape the employee code of conduct. This will be placed on the company notice-board. Written performance allows objective comparison of the actual employee performance behaviour and the mutually agreed upon standards. There is a more accurate feedback pattern. I will also organize for a mandatory meeting for all retail store employees and verbally discuss the new performance standards (Smith, 2016).

The Two Methods of Providing Feedback to Employees and The Two Actions Company Leaders Should Take to Reinforce Positive Employee Behaviours.

Effective, timely and precise feedback is essential if performance is to improve in an organization. There is need to establish a feedback policy that that avails information regarding employee activities as opposed to simply criticizing or praising an employee (Paul, 2013). A system of providing feedback that is based on goals is also essential. Performance feedback only makes sense if it is tied to specific objectives and goals (Paul, 2013). There is need to establish a company culture that reinforces positive behaviour among all employees. It is important to pay attention to the relationship between people and accord value to the same. Openness and fairness among leaders in their treatment of employees is an important positive behaviour reinforcement motivator. A culture that respects relationships is a more effective engagement and loyalty better than other conventional strategies, including thirsty Thursday gatherings, Logo T-shirts and all. Transparency in the management processes is key to encouraging a positive response to change by employees (Biro, 2012).

Management by objectives (MBO) is a good strategy for appraising and reinforcing positive behaviour. The method is beneficial in three ways. It is helpful in the planning since the approach involves participation of staffs in decision making. The approach improves coordination because it clarifies the goals and structure of the organization. Harmonised objectives help in directing everyone in a common course. The MBO approach helps to motivate employees and makes sure that they remain steadfast and committed to performance (Smith, 2016).