Performance Management and Employees

Establishing Meaningful Employee Objectives That Are Clear and Measurable Accountability in the managing of organization is a severe and important issue in the contemporary. In accordance to research, it is projected that the lack of accountability costs companies in the United States tens of billions of dollars every year, owing to different aspects such as re-work, inefficiency, workplace conflicts and misunderstandings (Triad Business Journal, 2005). In turn, this results in ineffectual work practices, issues with quality control together with disparities in work processes.

In addition, billions of dollars are lost by corporations in the nation owing to substandard practices and this is due to vague employee objectives (Triad Business Journal, 2005). Accountability is a universal problem and ought to be comprehended in terms of a structured methodology if it is to actually function in any group, family or organization (Triad Business Journal, 2005). It can be agreed that management is a challenging task.

In accordance to Lipman (2014), taking into consideration that there are low levels of employee engagement, specifically at 30%, and with there being adverse inferences for productivity, there is sufficient and abundant room for improvement. One of the major key functions that generate common problems in management encompasses setting the bar at the proper height. This takes into account the establishment of meaningful objectives that have clarity and can be measured.

Lipman (2014) points out that the optimization of employee objectives is not only a shared and corporate problem but also a half-done solution to accountability. The main reason why this is an issue is because they are more often than not missing, indistinguishable, imprecise, outdated, difficult to measure, and cause to experience interpretation. All these aspects result in substantial problems in management in due time (Lipman, 2014).

Analysis Goals and objectives offer an organization with a framework that ascertains a method or course and facilitates them in planning for changes in the forthcoming periods. In delineation, an objective can be stated to be an imminent state that a person or entity strives to accomplish. Devoid of goals and objectives that are clearly outlined, an organization faces the problem of directing activities and therefore lacking any form of accountability. Goals have an impact on the performance of personnel in four ways.

To begin with, goals steer action and determination in the direction of goal-associated activities and clear of unconnected activities. Secondly, goals invigorate and enthuse employees. Goals that are challenging result in greater employee determination in comparison to goals that are simpler (Reference for Business, 2016). In delineation, employee accountability encompasses the responsibility of employees to finish the everyday jobs they are assigned, to perform the duties necessitated by their job, and also to fulfil the objectives set for them within the organization.

This aspect is significant for the success of the organization or company as a whole. Each and every personnel, regardless of their rank, seniority or position is in the same way responsible for facilitating the success of the organization. Personnel who work in tandem toward the similar general objective while accomplishing their own distinctive objectives, increase the level of accountability, which in turn increases the efficiency and productivity of the organization (Barney and Griffin, 1992). Distinctively, employee objectives that are well laid out can assist management in issues dealing with accountability.

The most significant one is by doing away with anticipations from the world of the biased and setting them clearly and noticeably for every individual to make references to. It is imperative to note that management faces less accountability issues. This is for the reason that it becomes much easier for the employees to be held liable when an expected result is well-known for every person to see.

In a nutshell, accountability ceases to become a problem when management sets the bar at the proper height and any argument regarding outcomes is coherent and based on facts instead of being expressive and ambiguous. Employee objectives that are well thought of are significantly beneficial to a manager (Lipman, 2014). The objectives set for employees serve four distinctive purposes. To begin with, they provide personnel with direction and guidance. Secondly, they enable scheduling, stimulate and enthuse personnel, and assist in the evaluation of employee performance as well as control.

These objectives enlighten employees in the direction in which the organization is headed and how it plans to achieve it. Therefore, this instigates a sense of accountability within the personnel. More so, in instances where personnel need to make challenging and hard decisions, these objectives act as a form of guidance to them. In addition, through employee objectives, an organization is able to make comparisons between their expected performances and the actual performances and thereafter make any needed changes or alterations (Barney and Griffin, 1992).

Recommendations The major recommendation made is that objectives ought to be set with employees, and not just for employees. Setting objectives should be purposed to provide employees with targets on which to lay emphasis on. It is imperative to note that if the employee does not take part in the setting of these objectives or goals, then there is a less likelihood of them being invested in such objectives and therefore less probable to consider them motivating. This in turn increases the likelihood of less accountability.

In addition, by setting goals that are mutually amenable with employees ought to be a constructive practice. This is recommended for the reason that it enables the management and the employees to share conceptions and aspirations for the forthcoming periods. In addition, setting such objectives will result in greater levels of performance, more motivated personnel and greater level of accountability (Caldwell, 2000). As aforementioned, employee objectives are a common problem for the reason that they lack clarity, are difficult to measure, and are dependent on clarification.

The recommendation made is to come to an agreement with employees on objectives that are specific, measurable, achievable, relevant, and time bound, also known as SMART objectives. In terms of being specific, it implies that the outcome or results that are being sought after are clearly defined. Secondly, with respect to being measurable, it implies establishing solid benchmarks for measuring progress in the direction of the realization of every objective set.

Third of all, in terms of being achievable, it means that the objective set is challenging but is feasible with time as well as resources. Fourth of all, relevant implies that the objective is in alignment with the employees' group or department direction and intentions. Lastly, being time bound encompasses the aspect that the deadlines and time limits of the objectives are set for achievement and realization (Caldwell, 2000).

In order for objectives to be meaningful and efficacious in providing employees with motivation, they have to be linked and aligned to greater organizational aspirations. This is imperative because personnel who do not comprehend the roles that they play in the attainment of the organization have a less likelihood of ending up becoming disengaged.

Regardless of whatever level an employee is ranked within the organization, then he or she ought to have the capacity to communicate precisely how his or her endeavours draw on to the greater strategy of the organization (Rick, 2011). Any organization's success and prosperity trickles down to one important aspect and that is how properly it organizes its personnel and employees to lay emphasis on and work in the direction of a sole purpose (Rick, 2011).

It is necessary for the employees to know and understand exactly what is expected of them before they can be held liable and accountable for any aspect. This is recommended because having objectives and expectations with more clarity are established for the personnel, then the less time that will be squandered subsequently making clarifications of what was in.