Performance Management: Employee Engagement Surveys and Performance Feedback
Employee engagement refers to the extent to which employees are committed to the organization they work for. It is evidenced by their level of energy, their display of personal initiative, their discretionary effort, and their persistence towards achievement of organizational goals. According to Lavigna (2015), organizations with high levels of employee engagement are more successful and productive due to high employee commitment and involvement. Having been a respondent to an employee engagement survey conducted at my previous place of work, I can attest to the positive effects these surveys have on employee morale, quality of products, and an organization's overall performance.
Contrary to popular belief - that the main aim of employee engagement surveys is to measure how happy consumers are and how satisfied they are with their jobs - these surveys are more concerned with the effect employee's self-efficacy has on individual as well as organizational performance. Therefore, it is imperative for organizations to communicate both positive and negative feedback to all respondents of the survey in order...
However, feedback is the most critical part of employee engagement surveys because it facilitates change, which in turn leads to better performance. Feedback and communication makes it easier for employees to identify the areas they need to improve on, in order to raise and maintain their levels of engagement. Furthermore, by continuous interactions with the respondents, an organization will be in a better position to comprehend what drives the employees' engagement, and will strengthen these factors in order to succeed.
Theriou and Chatzoglou (2008) also state that employees need to understand how various HR practices contribute to the success of the organization. Therefore, when employees receive proper feedback from employee engagement surveys, they are able to appreciate their contributions to the organization, which boosts their morale and also leads to improved performance.
Part 2: Performance feedback
In any organization, good relationships between the management team and the employees are often cultivated from their interactions, and they depend on how well they communicate. Therefore, it is important for managers to provide feedback when necessary.
Three tips on how to most effectively provide feedback
The first tip for managers is to provide both positive…
The other major advantage of the use of a pilot group for conducting evaluations and 360 degree feedback survey is it enables pilot participants to act as champions who promote the process in the rest of the organization. Using Rater Groups: When conducting evaluations and 360 degree feedback assessments, using small but relevant rater groups is one of the best methods. The consideration of the number of people to participate in
Organizational Performance Management Performance Data Scorecard: Scorecard Category Metric Employee engagement (HIV Testing and Diagnosis) % of patients diagnosed on site % of patients diagnosed in other medical facilities % of patients diagnosed via home-based test % of patients diagnosed in mobile testing unit % of couples whose partners have been HIV tested and are aware of results Performance (Linkage to Care) Median days from HIV diagnosis to referral for ART or pre-ART care % of patients ART ineligible at baseline who receive
Performance Appraisal NATIONAL VOCATIONAL & EDUCATION SYSTEM PERFORMANCE APPRAISAL When & How 360-Degree Method Favorable for Employees and Managers This paper discusses the theory of performance appraisal. The uses and objectives of the performance appraisal method are also discussed. It also highlights the most common method of performance evaluation; 360-Degree. The main objective of this paper is to find out if the performance appraisal method is for encouragement of employees only or it can reduce
76). As automation increasingly assumes the more mundane and routine aspects of work of all types, Drucker was visionary in his assessment of how decisions would be made in the years to come. "In the future," said Drucker, "it was possible that all employment would be managerial in nature, and we would then have progressed from a society of labor to a society of management" (Witzel, p. 76). The
Managing Organizations/Hotel Management Managing Organizations The Marriot Corporation A look at Six Sigma and the 7S McKinsey Framework The Marriott Hotel Chain is a global brand offering resort and luxury hotel furnishings at popular vacation and business destinations. As the Events & Kitchen Management for global operations, my responsibility includes the overseeing of banquet operations including the process management of the cooking and serving efficiency. I receive complaints from hosts and others that contract
It is not one that should be undertaken under unethical or false pretenses. If the culture is bad enough to start with that the company feels that a change is necessary then the last thing that they want to do is be unethical about it. This would do nothing but make a bad situation worse. 6. Determine the organizational structure that would best facilitate the implementation of these new practices. The