Strategy to Promote Employee Involvement Many organizations have found sound success by getting employees’ involved in the strategic process. “Employee involvement is a participative process that uses employees’ input to increase their commitment to the organization’s success” (Robbins & Judge, 2015, p. 226). It is a collaborative process between management and employees to meet organizational objectives. Employees can become disengaged with their work when they feel like they have little control over their work lives. However, employee involvement increases employee motivation because it gives employees a sense of empowerment. Empowered employees feel like they have a stake in the company’s success. They are proactive in their work
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Performance management is the process of ensuring that goals are being met and employees are meeting their potential. “Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization” (“Keeping the Right People,” n.d., para. 1). When employees are involved in the performance management process, they are responsible for setting their goals and developing action plans to achieve those goals. However, management has a duty to offer constructive feedback and help employees along the way. Constructive feedback can be either positive or negative. It is important for managers to praise positive behaviors and attempt to change negative behaviors. Moreover, managers and employees should work together to rate employees’ performance. Mid-year and end-of-year appraisals are important to determine performance and employees’ pay. For ratings to be effective, employees should complete a self-assessment of their performance and compare with the manager’s assessment. Employees’ usually have an idea of how they performed, but it is manager’s responsibility to assign a performance rating. Employees are motivated by positive ratings. Positive ratings improve self-esteem and typically result in monetary rewards. However, negative ratings can also motivate employees to improve their …show more content…
Delegation is the act of transferring responsibilities to employees. Delegation is successful when managers assign tasks to employees that they are capable of doing. Employees are motivated by learning and completed new responsibilities. Especially, when delegated tasks can help them acquire skills that will help them further their careers. However, delegation requires the support of managers. According to Human Resources Expert Susan Heathfield (n.d.), “the key to successful delegation is to always build a feedback loop and a timeline into the process” (para. 14). Feedback and support motivate employees to complete the task or assignment. When managers assign difficult tasks and offer little to no support, employees can become frustrated and lose the desire to see the task through. This can cause a great deal of frustration for employees and may even prevent them taking on future assignments. Thus, when delegation is done right, it can be a good tool to teach employees new skills and increase their commitment to the
Performance management is the process of ensuring that goals are being met and employees are meeting their potential. “Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization” (“Keeping the Right People,” n.d., para. 1). When employees are involved in the performance management process, they are responsible for setting their goals and developing action plans to achieve those goals. However, management has a duty to offer constructive feedback and help employees along the way. Constructive feedback can be either positive or negative. It is important for managers to praise positive behaviors and attempt to change negative behaviors. Moreover, managers and employees should work together to rate employees’ performance. Mid-year and end-of-year appraisals are important to determine performance and employees’ pay. For ratings to be effective, employees should complete a self-assessment of their performance and compare with the manager’s assessment. Employees’ usually have an idea of how they performed, but it is manager’s responsibility to assign a performance rating. Employees are motivated by positive ratings. Positive ratings improve self-esteem and typically result in monetary rewards. However, negative ratings can also motivate employees to improve their …show more content…
Delegation is the act of transferring responsibilities to employees. Delegation is successful when managers assign tasks to employees that they are capable of doing. Employees are motivated by learning and completed new responsibilities. Especially, when delegated tasks can help them acquire skills that will help them further their careers. However, delegation requires the support of managers. According to Human Resources Expert Susan Heathfield (n.d.), “the key to successful delegation is to always build a feedback loop and a timeline into the process” (para. 14). Feedback and support motivate employees to complete the task or assignment. When managers assign difficult tasks and offer little to no support, employees can become frustrated and lose the desire to see the task through. This can cause a great deal of frustration for employees and may even prevent them taking on future assignments. Thus, when delegation is done right, it can be a good tool to teach employees new skills and increase their commitment to the