Performance and Career development is a practice of growing importance in today’s economic environment. Globalization, increasing competition, rapid technology changes, decreasing tenure among employees all lead to the urgency for every organization to recruit, develop and retain high quality and contributive employees (Sturman, Bier, & Spikwak, 2006). Outlined below is an approach to integrate performance and career development in a way to provide an environment in which employees can develop themselves to face and meet the challenges of the future and ensure ongoing growth and dynamic practicality of the organization.
Providing feedback to employees can sometimes make managers a bit uncomfortable and possibly fear the task. But without feedback individuals would not be able to get information they need to improve their performance. In addition feedback is essential to grow, develop and build successful organizations. Some key tips and dimensions to keep in mind when providing feedback is a) to be proactive and don’t wait for the annual review, this won’t give the employee or our organization the opportunity to address the issues or concern, b) be specific and clear in your points of reference, include examples if possible, c) develop a progress plan of what you expect from the employee for the next time you discuss their performance and d) lastly link the feedback of the employees performance to the department and organizational goals. This will reinforce the value of the employee’s contribution. These helpful tips will increase results, lead them towards performance and career development and build stronger relationships between you and your employees.
Higher Performance Assistance
To help employees reach a higher level of performance requires ongoing career and professional development. Our objectives in doing so, is by providing valuable feedback, providing training, challenges and support to help them gain new information....