How to Avoid the Problem That Your Employee Be Demotivating

How to avoid the problem that your employee be demotivating

Recently, some company say that their employee slack in work because the process of performance management.However, performance management is a very important and necessary part of organization, which managing employee or system performance for organization. On other hand, it can also facilitates strategic and achieve operational goals (Michael, 2006). In fact, performance management has became so popular worldwide. For example, according to a survey from 278 organization, more than two-thirds multinational corporations from 15 different countries indicated that 91% of organizations implement using a formal performance management system (Cascio, 2006). However it is worth noting that a excellent performance management need rigorous process,because the process of performance management is a method of management design to ensure the performance management be effective, which is an ongoing process that involves the following stages: prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal and re-contracting (Aguinis 2009). Actually, the reason for lazy employee is that performance planning and performance assessment has problem,both two point is very crucial step, service problem even make employee demotivating. This essay will talk about how to avoid this problem.

The performance plan should be set feasible and make the focal points stand out. Performance plan is the first step in process of performance management, which can ensure the implementation of the company's overall strategy and annual work goal, In additional, it can also link up the interests of the employee and company. At work, if the goal of employee is very difficult, them would lose faith. Besides that, the vague goals also make employee be lost, these both is key factor of demotivating effect on individuals concerned. The reason of these errors is lack of communication between the employee and manager. 28 percent respondents what they would like to see happening in discussing, prioritizing, and agreeing on the functions of the job and why they are important (Zigarmi 2014). A appropriate performance plan need the manager and employee collaborate to determine a feasible and clear career goals, thus the employee can understand task and actively involved in work, then they will work more actively.

Performance assessment should be motivate employees and help them grow rather than a simple rewards and punishments tools. The Performance assessment is key component of performance management, it is intended to be a fair and balanced assessment of an employee’s performance (Ingrid J, 2012). In additional, it is also a difficult part, in fact, according to a survey of employees in Australia, fewer than 20% of staff reported that their performance reviews helped them improve their performance (Moullakis, 2005). If manager to place too much emphasis on the results of performance assessment and standard is too high, it would make employee fear and even prompted them to deceive company. Rewards and punishments tools is just a part of performance assessment, its goal is give some incentive to employee make them be more positive at work , the manager should help employee discover problem and improve it through performance assessment, too harsh standard only make employee slack work. For example, manager can allow employee join the process of goal setting, to ensure that goal is reasonable and stimulating. Beyond that, performance feedback is also a very important step , sample assessment just a tool to find problem on employees, performance feedback is the crux to help employees grow and correct errors. All in all, the company should give due attention to performance assessment, because it is the most direct way f the communication between managers and employees, also is closely related to the staff morale.

Performance management should be effectively implemented. The one of MAC report identified three factors that support the operation of a successful performance management system is credibility of the system, that means reducing the gap between rhetoric and reality (APS, 2012 A). A good process of performance management should have effective performance assessment and received, many company don't achieve the results they want from performance management because their processes does not be effectively implemented, according to the report form APS, in 2011–2012, 20 percent of APS employees reported they had not received formal individual performance feedback in the last 12 months (APS, 2012 B). It is reflect of the process has become formulaic. Once performance management can not be effectively implemented, good employee will lose hope then slack work because they expected that good performance can bring many benefit to them,