The new performance management program will ensure that employees are guided and reviewed frequently to enable them to perform optimally at work. It will also improve motivation among workers that will be noted by the increased productivity. Due to this program, it will be easier to identify top performing employees and realize the organization’s strategic goals. However, some actions must be taken before the implementation of the new performance management program to ensure that it succeeds.
The St. Jessica’s Urban Medical Center’s employees will be sensitized on the importance of the new performance management program. The management should discuss the benefits employees will get from the new program. For example, they should be told that they will be motivated to work and increase their productivity.
Their performance reviews will form the basis for their salary increase and job scale promotions. Apart from letting the employees know the benefits of the program, they should also be involved in the planning and implementation stages. This action will ensure that the employees are included in the part of the team planning the program, and do not reject it when it is implemented.
The previous programs failed because the employees were not involved in the planning and implementation stages. Thus, the success of the sensitization effort will be measured by assessing the employees’ productivity. If it succeeds, the productivity of the employees will increase because they will be keen on an excellent performance to have their salaries raised and promoted on the job scale.
Another action that must be taken before implementing the new performance management program includes informing managers at different levels on the best performance review approaches. No doubt, they may choose annual reviews, but the research demonstrates that frequent reviews may help identify negative aspects among employees long before they influence their productivity.
However, frequent performance reviews have been associated with time-consuming procedures and huge financial cost. Nevertheless, online management tools have been developed to make performance review processes by managers easier than in the past.
The success of informing managers on the review approaches can be measured by determining how frequently and effectively managers conduct performance reviews in their teams. Frequent and accurate performance reviews will be an indication that the managers are ready to start the implementation of the new performance management program.
It will be prudent to analytically assess the current environment to measure its readiness for accommodating of changes within the St. Jessica’s Urban Medical Center. The assessment will be very broad because it will involve human and infrastructural considerations. Performance indicators will be assessed to understand the current performance trend in St. Jessica’s Urban Medical Center.
The training and experiences of managers will also be evaluated to determine whether or not they are competent to handle the performance management program. Competent and experienced managers will be essential in the implementation process. Moreover, management information systems will be tested to define their capabilities for handling the new performance management program.
It should also be admitted that managers will be using information systems to collect, analyze and store employees’ performance management data. Efficient systems will indicate that the automated platform will process the performance management program effectively.