Author: John Travelerbr
Source: ezinearticles.combr
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Performance Management and Coaching are strategies that are applied by an organizations management team to ensure sustainable productivity by assisting employees to set and meet their goals. It is a system designed to involve employees in becoming accountable for their performance at the workplace by providing an interactive platform for employees to voice their expectations and managers to discuss expected goals.

Reasons for establishing expectations

Setting expectations is an important strategy in the execution of an organizations goals. Target setting is an activity that is made at different tiers of an organization; from the top management amongst department heads, to the lower ranks within the department involving managers and their employees. Reasons for establishing targets include:

Increase in productivity: When clear cut goals are established, the stage is set toward all employees applying themselves in order to achieve set targets. It is an activity that serves as an impetus to performance.

Evaluation of performance: An analysis of results obtained against targeted results can be used to indicate the problems faced by employees thereby directing management effort appropriately.

Synchronization between departments: Setting expectations enhances cohesiveness of effort from different departments of an organization so that they can work to achieve a common mission.

Accountability: This strategy is used as a check toward employee effort and discourages laziness assess and review employee performance.

Assessment and review of employee performance

The output of an employee is an important factor in analyzing his performance. There are various parameters that can be used to fairly assess and review employee performance. These parameters include:

Quantity of output: This parameter is a direct measure of the physical productivity of employees in terms of products made.

Compliance with deadlines: This involves how well an employee manages his time to complete goals on schedule.

Quality of service: This is a qualitative measure of the level of service and skills applied toward the execution of tasks.

Coaching Techniques

Coaching as pertaining to the work place is defined as the process in which manager discuss the goal and performance with their employees in a forum. There are two types of coaching:

Formal coaching: This is coaching where discussion forums are official and structured. Time and a specified venue are allocated in advance. Formal coaching is highly organized and entrenched in the companys structure.

Informal coaching: This is a coaching technique where the managers engage their employees in interactive discussions about their performance frequently within the work place in an unplanned manner. This type of coaching is a management strategy that is used as a daily practice.

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