Do you have a method/approach to combining Employee Engagement & Performance Management functions?

Job Design is the best method to combine employee engagement in the performance of the organizational goals. Inherent in the concept of performance management is the notion that employees should perform the tasks associated with their jobs. Deviations from planned goals associated with these jobs occupy center stage in the typical performance management process. However, an alternative perspective on performance management allows for the roles and assignments associated with specific jobs to be subject to modification. Although cascading goals involve the need for coordinated activity, there are often numerous cascading goals that will permit hierarchical coordination.When assigning employees to tasks and jobs, managers should be mindful of task characteristics.And, when assigning employees to tasks managers must also ensure that there is a good fit between employee skills, needs, and values.

 

 

The PMS reflecting the employee engagement, the more employee engaged the higher results will appear in the PMS and it depends on the the job design, organizational behavior, communication and culture. Accordingly the PMS is a very important data sourse to the organization management and leadership for development. Another fact, if the PMS done as a dialogue and the dialogue results were effective and has a positive reflection on the work, in this way the employee engagement will be increased.

You may engaged work force through designing and involving them in goal setting exercise. Each employee should know its role in achievement of department objectives which contributes in organizational goal which comes under performance management. Once objectives are formed and communicated then give them enough resources to carry out the task and do periodic reviews which reflect their performance. Have a culture of learning and participation which increase employee engagement. Its a two way process where HR and department heads motivates and involve their team and result is high performance and high engagement.

Yes I do.  Combining Employee Engagement and Performance Management is always an exciting process.

Here are some suggestions:

Which KPI needs to be improved on. - These can be done through FGD discussions with the leaders (line managers).

Take historical data and see if what they say reflects on the numbers.

Create a short program and determine the participants who can benefit the most in the session.

Get a credible resource person to do the presentation

After the session create small teams who will follow up and see if changes are implemented.