Performance Mangement And The Employee Experience
Prepare a 10-12 slide presentation to persuade the company’s owner of the many positive changes that support the employee experience and the value of performance management. Each slide should include speaker notes that flesh out the information listed on the slide.
The employee’s life and performance in the workplace are viewed through a very different lens than they once were—and the “once were” was not very long ago. New employees are coming to organizations with a higher set of expectations across a myriad of different person-to-organization touchpoints. From the pre-joining brand attraction phase to onboarding and required early career training, a smooth, professional, and engaging process is expected. For this assessment, you will be creating a presentation that is intended to convince your company’s owner—you work in a founder-based organization—-that a modern employee experience is of value. Key areas such as employee engagement, communication, and performance evaluation should all be aligned. Employees should be encouraged through robust learning programs linked to both pay and awards of individual and team recognition rich with meaning and symbols. Lastly, employees should receive meaningful performance feedback that focuses on their successes as well as challenges. Feedback should be presented in a way that encourages the employee and reduces the traditional stress associated with the performance appraisal process.
The HR concept of the employee experience comes from the field of marketing and seeks to provide HR professionals and their clients a very different perspective of work and the workplace. This means many different things to different people. It may mean well-conceived and executed onboarding processes, access to good cuisine, an accommodating place to work, opportunities for advancement, work rotations, or personal growth. The challenge is to create the best possible experience for the employees in the organization, which will attract employees with high potential to make valuable contributions. Determining what makes work a positive experience by a significant majority is similar to benefits programs but from the view of demographic influences, and there will be generational differences and lifestyle-oriented preferences.
Assessment Introduction
Scenario
This assessment examines how to assess the effectiveness of a performance management process and how to design and manage the employee experience (organization perspective) in a legacy architectural engineering company.
You work in a founder-based organization. The company designs large bridges for locations all over the world. It is located in a small town and is the largest employer in the area. The company has a great technical reputation in the business, but they have not had a human resources professional working in the organization until you arrived. The company has a tough, somewhat dated, approach to many things.
There is no on-boarding process; employees are expected to start work day one of their employment.
There are no performance appraisals at the end of the year, and employees who have performance problems are separated and never get a chance to grow and reach their full potential.
There are no recognition programs and employees seem confused about how to move up in the organization.
There are promotions, but there does not seem to be any rhyme or reason as to how people are selected for advancement.
While design and engineering work is detailed and complicated, no employees have an office. Cubicles are very small and very close to each other.
Current employees complain they have nowhere nearby to eat.
For this assessment, you will be creating a persuasive presentation that is intended to convince your company’s owner that a modern employee experience is of value. Key areas such as employee engagement, communication, and performance evaluation should all be aligned. Employees should be encouraged through robust learning programs linked to both pay and awards of individual and team recognition rich with meaning and symbols. Lastly, employees should receive meaningful performance feedback that focuses on their successes as well as challenges. Feedback should be presented in a way that encourages the employee and reduces the traditional stress associated with the performance appraisal process.
Your Challenge
Prepare a PowerPoint presentation, including speaker notes for each slide, to persuade the company’s owner of the many positive changes that support the employee experience and the value of performance management. In the process, consider the organizational challenges you will face. Also, discuss the potential negative impact associated with change. How can you make employees feel valued, ensure they have opportunities for future growth with the organization, and encourage them to commit to a long-term professional relationship? What can be done to provide employees valuable performance feedback in a professional and effective manner that is both fair and objective?
Assessment Instructions
Prepare a 10–12 slide presentation that states your recommended course of action. Each slide should include speaker notes that flesh out the information listed on the slide. Along with your recommendation, include the following:
Present an analysis of the organization’s dated approach to performance feedback and propose alternatives.
Provide a description of the current state.
What are the issues, and what impact are they having?
Describe approaches to resolve the issue of the company not having any employee rewards and recognition programs.
Determine what courses of action should be used.
Explain what recommendation you would make to respond to the absence of an onboarding program, its implications, and how to mitigate issues.
Explain why you selected the course of action.
Describe how you would provide consulting services to organizational leaders to recognize the value of employee engagement.
Explain the benefits.
Identify the risks of low employee engagement.
Define a plan to implement and support employee engagement.
What are the purpose and intent?
What steps would you take?
How will you ensure success?
Sample Solution
Good afternoon everyone. Today I’m here to talk about the importance of performance management and the positive changes it can bring in order to support the employee experience.
Performance management is an essential process for any organization, as it provides a structured framework of setting goals and expectations, assessing progress towards those goals, and providing feedback on performance. It is designed to ensure employees are performing up to their potential while also helping them develop their skills (Falkenström et al.,2019). Performance management should be seen not only as a way of measuring results but also as an effective tool for developing employees by identifying areas for improvement and providing guidance for future learning and development opportunities (McKee & McKee 2021).
The implementation of performance management within an organization can have numerous benefits. Firstly, it helps build trust between employers and employees by creating a platform which encourages open communication regarding individual strengths and weaknesses. Moreover, when used properly it increases motivation levels amongst staff whilst at the same time improving job satisfaction due to the recognition they receive when their efforts are rewarded with praise or other forms of acknowledgement (Holland & Bock 2020). Furthermore, performance evaluations enable employers to identify top performers who might then be suitable candidates for promotion or further career development opportunities – this will help boost morale among existing team members as well as encouraging competition amongst new recruits looking to quickly make their mark within the company (Jiang et al., 2020). Lastly, having procedures in place that measure performance against key indicators such as customer service standards can provide useful data which assist with decision making processes around resource allocation or strategy formulation initiatives (Egbo 2017) .
In conclusion, performance management offers many advantages both from an employer perspective but also from a personal growth standpoint amongst staff members. Time spent investing in this type of activity will result in better understanding between individuals working together within an organization; greater motivation levels; improved job satisfaction; increased productivity on behalf of team members; better succession planning efficiency; and overall more informed business decisions being made based on reliable data collected via this process.
