Many companies use the performance improvement cycle to encourage individuals to improve the quality of their performance and increase their commitment. In the first place, the mentioned cycle consists of multiple stages such as the development of the goals, controlling whether the actions of the employees meet perceived expectations of the employer when achieving objectives, checking the documented results and offering feedback, and measuring the overall quality and performance. Using this approach can enhance the quality of the delivered services and internal interactions.
As a manager of a medium-sized firm, I would start from the second and third stages and determine whether my subordinates meet the desired goals. In the case of any incompliance, I would contact employees personally and have a conversation with them about the need to meet corporate goals and objectives. Focusing on this stage would assist in identifying the principal reason for the existence of the poor performance. Recommunicating the vision by using a personal example and organizing meetings with the employees might resolve these issues and enhance overall excellence. As for the last stage, benchmarking could assist in fixing the problems identified during previous stages. As a manager of the company, I could research how famous international corporations deal with this issue and apply this knowledge to practice.
At the same time, the managers often use indicators to evaluate performance. To understand whether the employee meets perceived expectations and goals, accessing the quality of the provided services, the quantity of the delivered products and services, and the customer’s satisfaction could be viewed as the most important measure of whether the performance was poor. Having these KPIs below average would indicate that the workforce had some difficulties when meeting the set of objectives. Nonetheless, there are both internal and external reasons, which may affect the quality and quantity of the delivered services.
For instance, the employees might have family issues for not meeting these goals such as difficulties with family members, lack of work-life balance, and health problems. Simultaneously, the problems can be referred to as the lack of understanding of the corporate goals, mission, vision and having problems with colleagues. Both internal and external matters can be regarded as of equal importance since they have a negative impact on the overall quality and performance of the organization.
Alternatively, there is an extended variety of methods and tactics that have a beneficial influence on the enhancement of the overall performance at different organizational levels. Depending on the initial reason for the issues, as a manager of a medium-sized company, I can apply different approaches. In the first place, a manager of the company can set the action plans to ensure that each goal is reached with the expected performance. In this case, the primary strength of this strategy is the fact that the objectives are met, and the workforce has a clear understanding of the sequence of steps to be followed. Nonetheless, using this tactic solely might not be effective, as the employees still require supervision and motivation to determine their goals and objectives.
Another strategy is offering feedback to the employees on a regular basis. The primary benefit of this approach is the fact that it assists in establishing relationships with the employees and cultivates a friendly atmosphere in the organization. Nonetheless, one of the weaknesses is the subjectivity of this approach, as the opinion of the manager can be biased. However, it may have an adverse impact on the overall commitment if the researcher is not able to select an appropriate communication style. Lastly, a manager can introduce a reward system, as it will keep the employees motivated and committed as its primary benefit. Nonetheless, the manager has to treat employees equally; otherwise, it will damage the atmosphere of the organization.