Many companies are developing the practice of performance management mainly to shape the way employees carry out their daily job responsibilities and complete their daily task. If possible this practice should make employees feel comfortable at the work place however, this has not been the case, many employees are not satisfied especially with the way managers promote goal-directed behaviors in the organization.
This has led to a decrease in employee motivation, poor job attitudes and reduced job efforts. This means that the communication between managers and employees in the organization when they were trying to employ performance management did not yield any good results.
Many companies are therefore seeking best alternative ways which they can implement and design the practice of performance management in the organization that will ensure that employees are motivated to work extra hard in their daily tasks at the work place.
There are some companies that have managed to actively improve the approach used in performance management and they have obtained positive results. An example being Jewelers Mutual Insurance Company (JMI) who has obtained encouraging results ever since the company began to implement new approaches on performance management practice.
Initially, the employees in the organization were also dissatisfied with the approach used in goal-setting and feedback to manage their job performance. Jewelers Mutual Insurance Company decided to redesign their efforts to create a program that was more viable and satisfactory for the parties involved. The company began by involving a consultant who interviewed top leaders in Jewelers Mutual Insurance Company (JMI).
They also used focus group to get feedback from organization members. The company used an approach that was more inclusive and participative which enabled them to discover their current performance management problems that the company was facing. After identifying where the problem was, they decided to implement the proposed changes in performance management practice with a hope that it will help fix the issues.
This shows how important employee participation is in human resource when a company is developing practical management system. As seen above, if employees are involved in performance management practice then effective management will be obtained as a result of employee satisfaction.
After receiving feedback from employees and the managers, the consultants decided to make several changes to performance management system in Jewelers Mutual Insurance Company (JMI). Some of the things which were changed are: inconsistencies that existed when performance management system was administered. Problems that existed in the forms and techniques of rating were also changed.
Other things which were also targeted are challenges that linked pay to performance. These challenges were redesigned in a way that it could no longer affect the company. Specific improvements were felt after several changes were made in performance management practice in Jewelers Mutual Insurance Company (JMI).
Today, evaluations are mainly based on accountability metrics, job goals and narratives. Jewelers Mutual Insurance Company (JMI) is providing their employees with feedback on quarterly basis. The employees are also given strong compensation to appreciate their efforts.
The performance management system has gone far to function not only in the organization set up but also in concerts and in other elements related to human resource management.
In conclusion, in order to successfully implement performance management system in any organization, the management involved in the process should involve the employees in the management process. They should follow what Jewelers Mutual Insurance Company (JMI) did by developing an approach that will motivate the employees to work extra hard in their daily tasks within the organization.
They should also consider changing the forms and techniques of rating their employees, targeted challenges that are linked to pay employees after their performance and finally they should compensate/ reward employees for every effort they put in their jobs.