Question

There are many purposes for having performance measures and these include driving future improvements, lifting the skill level of managers and employees and to communicate the priorities of the organisation. However, there are negative behavioural effects of performance measures. Outline some of the steps that can be taken to minimise these negative behavioural effects

Answer 1

Some of the steps that can be taken to minimise these negative behavioural effects. There are few tasks that must be done by leaders that are more complicated than ending the jobs of another. The key to mitigating the detrimental effect on the injured employee and protecting workplace productivity is to ensure that separating workers are handled with fairness and respect in the process at all levels. While there is a "no one size fits all" solution to resolving separations between workers, there are 5 approaches to minimise the negative effect.

1. No Surprises : Workers feel that there is market uncertainty, particularly when it comes to consolidation and the loss of jobs. Transparency and transparent and truthful dialogue helps establish trust between management and staff. Advanced signalling that transition is in the air will give individuals a chance to brace for transition internally and physically and a stronger platform to pivot and step on after the changes have taken place.

2. Engage staff as early as possible in the conversation: The success management environment is evolving, encouraging more honest, regular and less formal discussions.An individual underperforming in a position for a sustained time erodes self-confidence and development when it comes to performance problems.Discuss techniques to help the employee boost efficiency wherever possible, or launch a conversation that entails parting ways and deciding on a succession strategy.

3. Consider Notice: Working notice for both the company and the employee will help to encourage a seamless transition. It is founded on the central conviction that it is often restored where confidence and respect is extended. It needs tight supervision and direct contact between HR, the boss and the employee to be effective in this structure. This strategy helps the person, if necessary, to acclimate to the press, complete tasks, and start planning for their work.

4. Establish a culture of learning: Work stability is not something that can be assured by any employer, but developing a learning culture where employees will take on new tasks and improve their practical and leadership abilities will set them up for you or their next employer for potential success.

5. Provide Work Change Support: Sudden work loss is a traumatic, daunting and challenging life experience for even the most successful, optimistic and skilled professionals. Working with a career coach offers an incentive for people to focus on their talents, articulate their priorities and build a plan that can help them get into a well-aligned job faster.