bus303 week2 disscussion2

docx

School

Ashford University *

*We aren’t endorsed by this school

Course

303

Subject

Management

Date

Jan 9, 2024

Type

docx

Pages

Uploaded by Kesha121

Hello Everyone, Performance management aims to enhance an employee's job performance through a range of processes like goal setting, progress monitoring, skills development, and rewards. By effectively managing employee performance, organizations can build an engaged, skilled, and future-ready workforce, leading to business success. I feel like the following three strategies would be the most valuable to me: 1 : Goal Setting and Expectations: Goals in performance management are the bridge between talking about performance and acting on feedback. Let your employees know what is expected of them. Goals are the best way to ensure what the next step to taken, after one goal has been successfully completed. Also ensure the employees understand make sure that your goals setting is clear and understandable. Also allowing employees to track their progress and performance. With regular communication between managers and employees can ensure that goals are aligned, adjusted when necessary. 2: Build A Successful Relationship: Building trust and being completely honest with employees is essential for successful performance reviews. Regularly giving your employees advice, coaching, and feedback will also help build successful relationships. 3: Create A Feedback Culture: Creating a culture of feedback as a foundation is crucial to enabling open, honest, and transparent conversations about performance. I have always felt that giving and receiving feedback requires work and a way to continue to build trust across any organization. Great feedback culture will lead to employees being more confident in speaking what they think or feel or have the job can be better. The three management strategies I chose focus on communication. I feel that to effectively run a business smoothly communication is the key. I remember my boss asking a caregiver if she could fill in for someone one Saturday and she told him no, so he asked me to call her and see what she would tell me. I called her and asked her if she could fill in Saturday for another caregiver and she told me yes. He asked me what I did to get her to say yes, and I told him all I did was ask. I always communicate with the caregivers and do-little things for them. Reference: Youssef, C. (2015). Human resource management (2nd ed.). Bridgepoint Education. Forbes Human Resources Council. (2021, September 9). Here’s how managers are making performance reviews simple, painless and effectiveLinks to an external site. Links to an external site. . Forbes

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