Career Planning
Cascio (2006) states "performance management requires willingness and a commitment to focus on improving performance at the level of the individual or team every day" (p.329). Therefore, it will be essential for managers and employees to sit down and set specific, challenging goals, that clarifies precisely what is expected of them (Cascio, 2006). The organization must then implement an appraisal system that adequately evaluates the desired skills, performances, and behaviors of employees. The employees must be able to use this feedback as a motivator for growth and development, and this can only be accomplished if a system is in place, that provides an opportunity to improve their skills and further their education. Managers will be expected to provide feedback on a daily basis, and will be expected to follow up on each employee's progress toward their goals, in the following days, weeks, and months. Ultimately, each individual's career success and future promotions will be dependent upon their performance appraisals.
Managers must define performance, help facilitate performance, and encourage good performance. Managers can define performance by setting specific, realistic goals. "Goal setting has a proven track record of success in improving performance in a variety of settings and cultures" (Cascio, 2006, p. 329). Goal setting must also be accompanied by measuring of goals and assessing of goals. For that reason, sales employees will be measured by the amount of sales they acquire, the number of new contracts they obtain, the number of new leads they have produced, and their overall customer satisfaction ratings. This will be evaluated through regular (quarterly) assessments of their progress toward their goals, with an employee appraisal. In order to ensure the long term relationship with our customers, employees will also be assessed on their integrity, communication, teamwork, and initiative, this will be done using a behavior...