Work Management Case Study: Performance Management At GC3

2143 Words 9 Pages
Performance Management at GC3 Currently, the GC3 performance management method is not engaging the employees nor is it producing lower turnover rates. GC3 needs to focus more on how to energize the employee 's performance rather than focusing on what did not work in the past. Performance management is a process that involves the employees as a team and as individuals by improving the effectiveness of the business and accomplishing the mission, vision, and the goals of the brand. The importance of the performance management system for the company is to assist in eliminating the current challenges for the organization in retention, engagement, culture, leadership pipeline, and employee learning. GC3 should structure their performance management …show more content…
Rewarding employees for their positive work performance is one of them. Rewarding provides employees with different incentives for going beyond the boundaries of their basic job requirements. These rewards can be both intrinsic and extrinsic, and can be utilized for all employment levels. For GC3, it is recommended they utilize both intrinsic and extrinsic reward types.
It is apparent from the case study, employee morale has decreased, and the culture is beginning to shift. Furthermore, hardworking and dedicated employees are not rewarded for any type of achievement. It would be advantageous for GC3 executives to institute a GC3 Rewards and Recognition Program, which is designed to reward its over-achieving
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GC3 management should make it a priority to continually recognize its employees for positive performance. A simple "thank you for your commitment" by a Store Manager is sometimes enough to make employees feel appreciated and valued. GC3 managers could send personal cards and letters on birthdays and job anniversaries as a means for top management to recognize the occasion. Lastly, autonomy is an important way to promote employee satisfaction. Allowing employees the freedom to make decisions and work independently confirms that management values their opinions. This type of reward creates a bond of trust between employee and employer. When and employer and employee have developed a relationship like this, the employer knows decisions will be made in the best interest of the organization. This type of reward lets employees express themselves and utilize their talents, which has the possibility to bring new ideas to the

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