High-Performance Work, Engagement, and Performance Management Report

This report examines the concept of High Performing Working (HPW) and its significant contributions to employee engagement and competitive advantage within organizations. It defines HPW as a culture of transparency, trust, and open communication, fostering a motivated and engaged workforce aligned with company vision. The report explores the practices that support HPW, including realistic job previews, effective onboarding, continuous mentoring, and flexible job descriptions, highlighting their strengths and weaknesses. The analysis extends to performance management, collaborative working, and effective communication, demonstrating how these elements support a high-performance culture and employee commitment. The report emphasizes the importance of clear objectives, role clarity, and unbiased performance appraisals. It discusses how collaborative working enhances problem-solving and learning, while effective communication fosters transparency and employee value, ultimately enhancing engagement and performance. The Ledbury is used as a case study to show how HPW can be applied to increase employee engagement and gain competitive advantage.

Developing Individuals, Teams
and Organisations

Table of Contents
Developing Individuals, Teams and Organisations.........................................................................1
INTRODUCTION...........................................................................................................................3
LO 3.................................................................................................................................................3
P5 HPW and its contribution to employee engagement and competitive advantage..................3
LO 4 ................................................................................................................................................6
P6 performance management, collaborative working and effective communication can support
high-performance culture and commitment.................................................................................6
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
This study discusses High performing working and in which ways this contribute to
employee engagement and competitive advantage of company. This contributes to employee
engagement and competitive advantage. High performing working refers to creation of culture
of transparency, trust and open lines of communication. It includes creation of organisation
which have flat structure and where employees are happy, engaged and motivated and share and
understand vision of the company. This discussion have been followed by performance
management, collaborative working and effective communication and ways in which these
support high performance culture and commitment these are very important for high performing
workforce.
LO 3
P5 HPW and its contribution to employee engagement and competitive advantage
HPW (High Performing Working) which refers to regular way of dealing with employees
in relation with the goals to achieve the best possible contribution of worker. For high
performance in organisation management and leaders of the organisation have to practice many
activities which are Realistic Job Preview, using validated employee selection practices,
effective on-boarding strategies, continuous mentoring and leadership practices, current and
flexible job description and job specification, employee evolvement program, in-house problem
solving and work improvement groups, competence and performance based pay, knowledge
management system (Safavi and Karatepe, 2018). Practising all these activities leads to high
performance working and management not necessarily need to practice all these activities but
can practice practices which are most suitable to the organisation.
Other basic practices that are followed for high performance working are self managing teams,
open communication, extensive training, flexible working environment and decentralized
decision-making and employee security.
Strengths of HPW are-
 It allows organisation to built loyalty in its workers.
 It contributes in bringing new people in organisation who have innovative ideas.
 This empowers employees.
 It prepares employees for emergencies.
Weaknesses of HPW are-

 Some practices on this are costly and increase financial burden on the organisation.
 Practices are time consuming like training.
 Decentralization of decision-making have chances of ineffective decision-making.
HPW contributes to employee Engagement and competitive Advantage (Mazzei, Flynn and
Haynie, 2016). On the basis of its strengths stated above this can be justified.
Employees when are loyal to company they increase their engagement and are more involved in
its working. There are various benefits of Employee Engagement which are increased
productivity and employees work in organisation more responsibly. This contribute in reducing
wastage of the resources of organisation.
Companies when are high performing attract other people in the organisation who are talented
and come with their unique and innovative idea. This adds in value of the organisation in form of
innovative practices or innovative products of the company. Who are good at understanding
needs and requirements of the company.
HPW empowers employees, this empowers employees which in result improves their
performance and their loyalty for organisation this also allows employees to give their
contribution for organisational benefits which is a benefit for the organisation as they are open
for their concern and are able to seek help whenever needed and required.
HPW also prepare employees for emergencies as when employees are loyal to companies they
are always ready to do what is best for the company and try to remove and avoid those effects
which can harm business and can cause loss to company or those emergencies too which can
give benefit to company.
Support of HPW for Competitive Advantage
There are various factors that enable company to have competitive advantage and one of these
are performance of its employees. In case performance of employees is high because of high
performance working this enables employees to exert their best contribution for company which
enable company to get competitive advantage (Witkowski and Manning, 2017). For high
performance working which includes and refers to superior performance of employees they seek
to work in manners which are best for the company. For example employees will find ways in
which they can improve their performance or in which company can increase its benefits. If
employees are not in high performance working they will only follow what is being said by their
superior and will not do anything for betterment of the organisation.

Other important support from employees of high performance working is that they represent
their organisation in the best manner possible and become positive brand ambassador of the
company which improves company's goodwill and reputation which allow company to take
competitive advantage by goodwill of the company.
High performance working keeps employees close to customers. This is very important for
company to remain close to its customers and in case of company which is retail organisation
and its employees mostly are directly connected with customers do their best to provide their
best contribution in increasing customers' satisfaction (Stoyanova and Iliev, 2017). Satisfied
customers are very beneficial for company as they will remain loyal to company and will
contribute in its profitability. It has also seen that employees and customer assistants of company
can go to any limit to help their customers which is result of employee loyalty which come from
high performance working. When, company is able to give best services then it enables itself to
gain competitive advantage.
Support of HPW to Employee Engagement
This is also important for the company that its employees are highly engaged to their hob
and with their company. This is important as when employees are engaged to their job they do
their job in best possible manner. Doing their job in best manner also reduces chances of errors
that employees can make as they seek to do their work effectively. HPW contributes to employee
engagement as its practices which are open communication and employee involvement allows
employees to express their views and gives a feeling to employees that they are important for
organisation which and their opinions are well considered by the company. This also generates
and increase feeling of belongingness in the employees which increase their engagement and
gives rise to effective performance by the employees.
To apply these practices and increase employees engagement and gain competitive
advantage in The Ledbury, it is recommended that The Ledbury need to exercise practices like
employee involvement and linking performance with rewards and selective hiring and effective
training. By involving employees company will be able to increase its options while making
decisions and by linking rewards with performance The Ledbury will be able to increase and
improve its employees' performance (Kamukama and et.al., 2017). Selective hiring refers to
hiring employees using best practices of selection so that from hiring onwards The Ledbury can
avoid association with inefficient employees. Lastly, to give effective training no matter how

efficient employees are they need training so that they can get insights about their job and their
role in the organisation and this is an important factor which contribute to performance of
employee. For example, when The Ledbury hires new customer assistants they are required to
give training about their work along with that they are also required to give training about how
they are required to treat employees so that they can maintain customer satisfaction.
LO 4
P6 performance management, collaborative working and effective communication can support
high-performance culture and commitment
A concept and a process performance management which refers to communication in
superior and subordinate about performance goals and guidance for performance that superior
gives to subordinate for completion of objectives (Franco‐Santos and Otley, 2018). This
communication follows a proper process which starts from setting goals of organisation then
setting goals of departments and setting goals of individual from where individual performance
management gets start. This is followed by setting performance expectation and then training and
development to reach those expectation which is followed by coaching and monitoring in this
employee act or perform which is followed by performance appraisal and in which employees'
performance is compared with standard performance and employees is given feedback about
their performance. If performance is less than standard performance employees are given
training and when employees' performance is better than they are motivated to keep it at the
same level.
Performance Management is very important for high performing culture as when
employees' performance is properly managed than their only focus is on their performance and
not on anything else which avoids errors and delay in goal attainment (Thompson, 2018).
Effective performance management includes following-
 Clear objectives.
 Clarity of roles.
 Proper guidance
 Adequate monitoring
 Unbiased and appropriate performance appraisal.
These are very important for high performance culture and commitment of employees for
organisation as they do not have any type of unnecessary stress.

Performance Management can inform learning and development in organisation in a form that
tasks which are required to perform in The Ledbury and when these are assigned to individual
teams in such case team can compare its expertise with required expertise for completion of the
objectives. In overall organisational context person and HR who are responsible for performance
management need to see that expertise and knowledge which already exist in the organisation is
enough for completion of tasks and attainment of organisational objectives and if not then they
are required to give additional training and learning so that they can perform effectively as a
team in The Ledbury and as a organisation whole.
Collaborative Working which refers to collective working of different departments for
attainment of same organisational objectives (Sindhu, Safaria and Deshmukh, 2020). In The
Ledbury when two or more departments work together for attainment of organisation objectives
it is known as collaborative working. For example in many organisations sales and marketing
department work in collaboration so that they can increase their sales by effective marketing
functions. This collaboration ultimately is beneficial for company in forms of increased sales of
its products. Another example for this can be considered as collaboration of research and
development department and production department that production department produces goods
and products which have been developed by research and development department. This will
contribute in attainment of organisational objectives which is selling high quality products.
This is how collaborative working works and it supports high performance work culture as it
allows people to think in wide perspective of a problem as more people linked with problem will
provide their own solution to the problem. Which will lead to more effective decision and
solution to the problem.
When it comes to its support to employee engagement than employees engagement will be
increased for organisation as they are working with other team which gives them opportunity to
learn and develop (Seifert and et.al., 2016). Along with that informal alliances that employees
have with other team members is also a factor that increase their engagement and one factor is
that it reduces responsibility of one team when their efforts face failure.
Effective communication is also an important factor that support high performance
working and employee commitment in The Ledbury. There are some factors of effective
communication which are-
 Clarity

 Transparency
 Openness
 Correctness etc.
In The Ledbury when communication have all these factors it supports to high performing
working and employee commitment. This is because company have clear communication which
helps to avoid any type of ambiguity and confusion that can lead to any type of loss that
company can have. Employees feel secure when company have transparency in its processes
which is visible through its communication. In such case employees commitment to the company
enhances as they know whatever company do they know it all (Holtom, 2016). This gives a
positive felling and along with that employees also feel valued as company shares everything
with them which increase their commitment.
Openness of communication is also an important factor as openness in communication leads
employees to express their views which supports to both to high performance culture and
commitment of employees. Employees when express their views which lead to satisfaction of
expressing what they know and their expertise in such case they along with feeling satisfied also
feel happy specially when their opinions are considered. For example company is facing an issue
and instead of management trying to find out its solution by their own attempts to openness of
communication and they ask to their employees for a solution to the same problem and which
will give then various perspectives to think in various manners and get effective solutions to a
problem and also employees can suggest solutions which can be adopted and implemented by
The Ledbury.
Performance management is the activity that ensure deserving candidate is promoted in
the firm and company can meet with its organizational goal (Chi and Ho, 2017). There are
various approaches that help firms in improving culture and raising commitment of workers.
Collaborative working approach
Ledbury is the well known restaurant in the UK, it always ensures that its workers work
together and communicate information with each other in effective manner. This is the kind of
approach that always pay emphases on working together to meet the shared goal. This kind of
performance management approach aids Ledbury in raising employee’s performance because

leaders get innovative ideas and get to know about issues in the workplace quickly. This is
beneficial in knowing more about working efficiency of workers. By this way entity can take the
correct decision of performance efficiency of staff members (Kasemsap, 2016). This is beneficial
in providing suitable incentives or promotional opportunities to staff members. By this way
people feel happy and they become more committed towards Ledbury restaurant. As employees
work together and share their feeling hence it creates healthy culture which supports the
organization in enhancing staff retention rate in the business.
Behavioral approach
This is considered as old method of measuring and evaluating performance of all people
in firm, management makes vertical scales to measure the actual working efficiency of
employees. Ledbury restaurant can take support this method to improve workplace commitments
of employees. BARS technique is used by managers in the firm where behavior is rated by all the
workers and seniors. Employee are given rank on several parameters. Total scoring reflect their
performance in the business unit. BOS that is behavioral observation scale is the technique which
is used to measure performance of staff members. In this, managers get to know specific detail
about how a person is reacting on several situations in business unit (Kasemsap, 2016). This
gives more accurate and reliable results to the firm. By using this approach Ledbury can easily
get to know the employees who is contributing well towards firm and is loyal towards company.
By this way management can give right opportunities to right person which encourage them and
make them loyal. By this way their performance level gets increased which improves
commitment of them. This kind of techniques are helpful in taking fair decision which improves
culture and make people positive towards the brand.
Result approach
This is straight forward method to measure performance of employees in the firm. Output
generated by particular workers become the bases of their performance. On the bases of their
results company evaluate whether person is worthwhile for the company or not. Ledbury can
measure financial output that means the revenues generated by staff members, reviews of
customers given for particular employee by customer. By this way management can get to know

who is deserving candidate to get promotion in the firm (Chi and Ho, 2017). This approach
creates fair workplace environment where people think to work better in order to get more
benefits. By this way they become positive and culture of the firm becomes greats. This makes
them loyal and committed and they serve consumers well in Ledbury restaurant so that guest
gives positive comments for them.
CONCLUSION
On the basis of this report it can be concluded that Developing individuals team and
organisation requires improvement in various aspects of the organisation. This report included
high performance working and how it contributes to gain competitive advantage and employee
engagement in The Ledbury. Discussion for this included its strengths and weaknesses and along
with that recommendations to apply these in The Ledbury. This discussion was later followed by
discussion over performance management as a process and as a concept. Collaborative working
and effective communication and how these factors support high performance working culture
and commitment of employees.

REFERENCES
Books and Journals
Chi, C.H. and Ho, J.C., 2017, July. Profit Sharing Strategy, Employee Commitment and
Intention of Stay. In 2017 Portland International Conference on Management of
Engineering and Technology (PICMET). (pp. 1-11). IEEE.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management Reviews.
20(3). pp.696-730.
Holtom, B.C., 2016. Job embeddedness, employee commitment, and related constructs. In
Handbook of employee commitment. Edward Elgar Publishing.
Kamukama, N., Kyomuhangi, D.S., Akisimire, R. and Orobia, L.A., 2017. Competitive
advantage. African Journal of Economic and Management Studies.
Kasemsap, K., 2016. The role of performance management practices on organizational
performance: A functional framework. In Leadership and Personnel Management:
Concepts, Methodologies, Tools, and Applications. (pp. 1635-1658). IGI Global.
Mazzei, M.J., Flynn, C.B. and Haynie, J.J., 2016. Moving beyond initial success: Promoting
innovation in small businesses through high-performance work practices. Business
Horizons. 59(1), pp.51-60.
Safavi, H.P. and Karatepe, O.M., 2018. High-performance work practices and hotel employee
outcomes. International Journal of Contemporary Hospitality Management.
Seifert, M amd et.al., 2016. How workplace fairness affects employee commitment. MIT Sloan
Management Review. 57(2). p.15.
Sindhu, S., Safaria, M.R. and Deshmukh, M., 2020. Impact of Effective Communication During
Competencies Assessment In Development Centres. Our Heritage. 68(1). pp.3373-
3385.
Stoyanova, T. and Iliev, I., 2017. Employee engagement factor for organizational excellence.
International Journal of Business and Economic Sciences Applied Research (IJBESAR).
10(1). pp.23-29.
Thompson, N., 2018. Effective communication: A guide for the people professions. Macmillan
International Higher Education.
Witkowski, E. and Manning, J., 2017. Playing with (out) Power: Negotiated conventions of high
performance networked play practices. In Proceedings of DiGRA International
Conference. (pp. 1-18).