Performance Management Report: Skills Impacting Performance Management

This report delves into the critical role of managerial skills in the success of performance management programs. It emphasizes the importance of skills such as coaching, mentoring, and effective feedback systems. The report highlights how managers can facilitate employee goal achievement through various approaches, including constructive performance discussions and reviews. It underscores the significance of establishing strong coaching relationships, especially in diverse cultural settings, and the need for regular communication and transparent feedback. Furthermore, the report discusses how managerial skills enable diagnosis of performance problems, alignment of individual and organizational goals, and accurate documentation for unbiased evaluations. The overall argument is that the effectiveness of any performance management program hinges on the capabilities and skills of the managers involved, which directly impact employee development and organizational success. The report also includes references to academic sources to support the arguments.

Running head: PERFORMANCE MANAGEMENT
Performance management
Name of the university
Name of the student
Authors note

1
PERFORMANCE MANAGEMENT
Detailed evaluation of performance management approach as a manager:
Employees in organization will not have improved performance if managers for helping
them to accomplish their goals do not possess necessary skills. Role of managers can be executed
in an effective way when the personal style incorporates some skills. Some of the skills that a
manager should have for enabling employees to achieve their objectives and goal within
organization are serving as coach, mentor, observing and documenting the employees
performance effectively, conducting constructive and useful performance discussions and review
and proving any negative and positive feedback (Buckingham & Goodall, 2015). It is essential
on part of managers to establish a good coaching relationship with their employees. This is so
because using this particular approach will help in enhancing interactions between employees
and managers so that they take deep interest in solving employees’ issue.
When the cultural background of superior and subordinates are not similar, creation of
trustworthy and helping relationships becomes essential (Aguinis, 2013). Managers should also
develop a feedback system that helps them in gaining information about current employees’
performance and assisting employees to fulfill their objectives in event of poor performance.
Employment of such systems will also help in introducing disciplinary process, as this is a good
system of performance management. Manager should also ensure that there are periodic
discussions on performance review. A good strategy of coaching adopted by managers’ act as a
learning opportunity for delegating action to employees and setting clear goals (Buckingham &
Goodall, 2015).

2
PERFORMANCE MANAGEMENT
Detailed explanations about importance of skills for ensuring performance management
program success:
The success of performance management program is dependent upon the skills of
managers. Possession of skills such as mentoring and coaching by managers will their employees
in providing regular transparent and open feedback. It will also help in establishment in clear
linkage between compensation given and performance of employees. Skills of managers help
employees in enhancing their careers within the organization. The creation of good rapport
between subordinates and supervisors would enable exploring the reasons behind the
performance deficiencies of employees. Moreover, a clear and regular communications about the
results and performance will be generated if managers are able to involve themselves in
discussion with subordinates. Skills of managers to observe employee will help in diagnosing the
problems behind performance as it helps in determination of course of actions (Cascio, 2014).
Furthermore, persuading style of managers contributes to employee development by way of
aligning the individual goal with the goal of organization.
Developmental goals of employee are achieved by ability of managers to identify
strategies and resources. In addition to this, the ability of managers to accurately document the
performance helps in supporting their evaluation and the outcome of evaluation is free of
mystery. Consequently, the evaluation forms the basis of acceptance of decision and trust
promotion between employees. Programs of performance management incorporating
developmental activities lead to better planning for future. One of the complex cognitive tasks of
managers is evaluation and observing of developmental activities and documentation practicing
will help in keeping the program free from memory related errors (DeNisi & Smith, 2014).

3
PERFORMANCE MANAGEMENT
Therefore, the success of performance programs is determined the capabilities and skills of
managers.

4
PERFORMANCE MANAGEMENT
References list:
Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall.
Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard
Business Review, 93(4), 40-50.
Cascio, W. F. (2014). Leveraging employer branding, performance management and human
resource development to enhance employee retention.
DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-
level performance: A review, a proposed model, and new directions for future
research. The Academy of Management Annals, 8(1), 127-179.