Finding The Right Talent For Better Growth
Performance management is important in meeting organizational goals. It plays a vital role in aligning the employees, goals, and strategies of the company. It acts as a dashboard by giving early warnings of the potential problems and to keep business on track. It is the manager's duty to keep its employees engaged and motivated.
Engaged and motivated employees understand their contribution to the overall objectives of the business, no matter what their remit or level of seniority is. Conducting regular performance appraisals which outline the individual's objectives in line with the overall company goals ensures that each and every employee understands the role they play in organizational success.
There should be no surprises come to the end of year review time!. Every employee should get an appraisal as per his or her performance and the manager should review his performance in a particular time interval so as to keep a track.
As a manager, you'll likely have a clear picture of the quality of your employee's work output, but do you really understand what makes them tick and how to get the best out of them? Identifying the behavioral and emotional preferences of an employee provides an objective baseline to help a manager understand them, as well as assisting the employee in understanding themselves.
We give you and your team members the tools to gain a deeper understanding of how they behave, how they like to communicate, their strengths and limitations, and their motivators. This information opens up lines of communication during performance appraisals around what's going well, what could be improved on, any training needs, and much more.
By understanding the origin of their challenges and how the way they tend to behave may be a contributing factor, the employee will be in a better position to overcome them.
"Boosting self-awareness often equips an individual with the tools to make immediate changes to their behaviour, and coping strategies and action plans can be put in place to ease the pressure around more difficult areas for development."
Performance appraisal and evaluation should be based on many relationships and what the manager is expecting in the employee’s performance. CompleteThis would help a manager and identify determine strengths and areas of development. This would initiate conversations and cater employees with an insight into how their performance and behavior is perceived by others. Our tool framework for evaluating the performance gaps, developing self-awareness and understanding the importance of self-awareness.