Introduction
A performance management system is designed to assist companies in understanding their staff. This helps in identifying where they want additional training (Mone & London, 2018). It also aids in determining an employee’s skills in order to help them recognize the skills that require advancement and improvement. Google is a multinational corporation that majors on internet-based services and products. The company uses 360-degree feedback to determine employees’ performance (Pulakos et al., 2019). The system helps the organization to understand the achievements and weaknesses of workers. To improve the performance of employees, the corporation trains its employees to enhance the strengths and eliminate the shortcomings. Therefore, performance management and training help increase employee and company productivity.
Performance Management System Currently in Place
The success of an organization is centered on hiring qualified and skilled personnel and ensuring that they achieve the set objective. Google uses a 360-degree performance appraisal system to evaluate employees’ effectiveness (Pulakos et al., 2019). A 360-degree system is a multi-rater or multi-source feedback system and feedback from colleagues, peers, clients, vendors, and superintendents. Google systematically uses this system for staff growth and business goals. For example, colleagues and other stakeholders can offer feedback on staffs’ productivity and team conduct (Pulakos et al., 2019). This type of performance management system assists employees in discovering their strengths and shortcomings. Therefore, to effectively understand its success, Google’s managers conduct employee assessment.
Explanation and Communication of Performance Management System to Employees
Effective communication is important in maintaining strong working relationships because it promotes engagement and satisfaction. Google is among the corporations that value their employees and ensure they are involved in crucial organizational processes (Sull & Sull, 2018). The performance management system is explained through one-on-one meetings between employees and employers. Based on this, the leaders are expected to hold physical meetings with the employees and communicate how they are supposed to meet organizational goals. During these meetings, the employees of Google are given a chance to respond. The employers must also ensure that the employees understand the importance of 360-degree feedback as an appraisal system (Sull & Sull, 2018). As a result, Google promotes effective communication of the evaluation process through one-on-one meetings.
The Effectiveness of the Current Performance Management System
The system enables Google to foster the growth and development of its employees. 360 feedback raises an employee’s self-awareness, aids in the discovery of one’s strengths, and reveals one’s shortcomings. It aids the employee in identifying hidden strengths and weaknesses that they might otherwise be unaware of in the workplace. The 360-degree evaluation method assists employees in being more conscious of their behavior and outlook on how they work. The 360-degree feedback method is a wonderful resource for identifying staff skill development and training needs. Employees that are self-aware accept the responsibility of improving their existing skills and creating new ones. Employee retention and engagement increase, which helps both the employee and the organization. With this system, Google can maintain its employees’ performance.
The 360 degree as a performance management system enhances the execution of Google. It aids in the improvement of employee relationships and self-accountability, as well as providing clarity on how to improve overall performance. Google’s employees frequently examine each other in a 360-degree feedback process. They are well aware of each other’s shortcomings and strengths, which allows them to work as a strong and cohesive team. They collaborate to increase the organization’s production. An effective team is one in which each team member understands how to successfully leverage each other’s skills and shortcomings to achieve the desired goal. Employee engagement and retention are improved because employees feel valued for their professional development, learning, and ideas.
The Difference Between Formal and Informal Feedback Processes
There are several variations between formal and informal feedback. Formal feedback is planned and systematically arranged into the process. Formal feedback, which is generally associated with assessments, includes items like marking standards, competencies, or standard attainment and is recorded as evidence for both individuals and the business (Mone & London, 2018). The primary goal of this form of feedback is to increase trust and transparency. On the other hand, informal feedback is constant, in-the-moment coaching delivered by management to employees outside formal analysis, presenting them with a comprehensive view of their performance. It needs the building of rapport with employees to encourage daily management effectively.
The main differences between formal and informal feedback are the timing and format of giving feedback. Formal feedback can be given in continuous one-on-one meetings between employees and their direct manager (Mone & London, 2018). This type of feedback is rigid because it follows policies, rules, and standards. It ensures that the parties involved can trust the process. However, informal feedback is more spontaneous and less tightly structured. For example, it can happen at any time or in any location in real-time. Informal feedback is quick, and it can immediately impact an employee’s day-to-day performance because they are not waiting for a scheduled meeting to offer it, which could be days or months away.
The Best Practices to Improve Employee Performance
The first strategy is to create a happy and supportive environment. It’s critical to understand that people perform better at work when they feel appreciated and fulfilled (Ogbonnaya & Valizade, 2018). As a result, cultivating a strong culture that communicates gratitude for employees is important for being an effective organizational leader. Offering competitive salaries, full compensation packages, career development, and a healthy working environment can help managers foster a welfare culture and support for their staff. This ensures that employees feel appreciated and enable them to find assistance in their lives readily. The main purpose is to improve the well-being of employees, which has a beneficial impact on their stress levels and ability to engage.
The second practice is creating opportunities for collaboration in the workplace. Employees who frequently work alone may report lower productivity and creativity (Ogbonnaya & Valizade, 2018). As a result, the company should offer a platform for team members to cooperate on initiatives and duties. Collaboration can lead to considerable gains in individual employee performance and enhanced trust among team members, which can contribute to better long-term outcomes. This can be accomplished by delegating projects to teams or conducting full-team collaboration events. Although cooperation is often not a natural propensity for all individuals, having a work environment where teamwork is the norm might help develop such expertise. This can help the team become more effective, develop innovative solutions, and boost team spirit.
The third practice of improving performance is training and developing a team. Employees are likely to complete their tasks accurately when they receive the essential training to grasp their roles and enhance their skills (Ogbonnaya & Valizade, 2018). As a result, as employees take on new duties, they should strive to implement appropriate training to prepare them for success. From this point on, the business can also support ongoing employee growth through complementary training, specialized retreats, seminars, workshops, and coaching systems. These tactics can assist workers in broadening and deepening their skill sets, enabling them to function more effectively. Investing in an employee’s development can thus assist in fostering a culture of respect and loyalty, which may minimize turnover and increase participation.
Fourth, providing incentives and other bonuses to employees is one of the most effective strategies to improve employee productivity. Consider offering extra benefits to acknowledge individuals who perform well and provide high-quality work (Ogbonnaya & Valizade, 2018). In addition, leaders and managers can implement various incentive programs to encourage employees to exercise more initiative in their work, ranging from overall organizational recognition to true monetary bonuses. For example, an organization rewards employees who have achieved the set goals. When employees are appreciated through monetary and non-monetary benefits, they are motivated to work and ensure that the company succeeds. Therefore, employee performance can be increased when they are rewarded and appreciated.
The fifth practice of increasing employee performance is making accountability a priority. Holding the staff accountable for fulfilling certain standards is critical for enhancing employee performance (Ogbonnaya & Valizade, 2018). When the staff do well, management can promote positive accountability by assigning more responsibility or providing constructive feedback. For example, suppose employees are failing to fulfill their objectives. In that case, managers must communicate this to them by keeping them accountable for results and giving support that may motivate them to focus and participate more. It is crucial to remember that they must integrate responsibilities with power in most circumstances. Therefore, they aim to avoid imposing negative consequences and instead find ways to aid employees in prospering.
The Importance of Training to Meet Organizational Needs and Performance Goals
Training can help a business address the flaws of its employees. The majority of employees have some gaps in their job skills. A training program allows firms to improve each employee’s skills (Younas et al., 2018). A development plan elevates all staff, ensuring that all employees have comparable skills and knowledge. This helps eliminate weak links within the business that rely heavily on others to carry out essential work obligations. Giving employees the necessary training results in a more capable workforce, with employees who can take over for one another as needed, operate in groups, or function independently without constant aid and monitoring from others. Therefore, training enables employees to equip themselves with the right skills and eliminate weaknesses.
Training also helps to increase employee job satisfaction in the workplace. Employees with access to training opportunities have a competitive advantage over employees who does not. A company’s training program shows its employees that they are valued (Younas et al., 2018). Furthermore, training develops the pleasant work atmosphere that an employee requires in order to do the assigned responsibilities. Employees who have access to training may learn things they would not have learned on their own. Employees feel valued and encouraged because training opportunities maybe lead to satisfaction at work. As a result, training is an important practice because it helps develop competency.
Training and Performance Management Protect an Organization from A Possible Litigation
Training and performance management ensures that employees have the skills to work effectively and avert mistakes that can attract litigation. There are several laws and policies guide the operations of an organization. For example, Google is expected to ensure that customer data are protected from hackers. In this case, an employee can make a mistake leading to a data breach. Training ensures that employees are equipped with the necessary expertise to perform their roles effectively to eliminate risks that might attract litigation (Aguinis, 2019). In addition, training enables the employees to understand the policies that guide the operations of a business. Therefore, it ensures that staff have the appropriate expertise to act accordingly and reduce errors that lead to lawsuits.
Conclusion
A performance management system in place will benefit the company in every way. First, it will assist the organization in communicating its expectations and goals and avoiding potential hazards, audits, and lawsuits. Second, they will help managers find the proper individuals for the departments and learn how to develop them to their strengths and train them through areas of opportunity. Third, employees will feel more valued and included in the process of setting their own goals and determining the best development route for them to be the best they can be. Finally, clients will benefit from a strong and happy staff working toward a common objective of offering the finest service or product possible.
References
Aguinis, H. (2019). Performance management for dummies. John Wiley & Sons.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Ogbonnaya, C., & Valizade, D. (2018). High performance work practices, employee outcomes and organizational performance: A 2-1-2 multilevel mediation analysis. The International Journal of Human Resource Management, 29(2), 239-259.
Pulakos, E. D., Mueller-Hanson, R., & Arad, S. (2019). The evolution of performance management: Searching for value. Annual Review of Organizational Psychology and Organizational Behavior, 6, 249-271.
Sull, D., & Sull, C. (2018). With goals, FAST beats SMART. MIT Sloan Management Review, 59(4), 1-11.
Younas, W., Farooq, M., Khalil-Ur-Rehman, F., & Zreen, A. (2018). The impact of training and development on employee performance. IOSR Journal of Business and Management (IOSR-JBM), 20(7), 20-23.