Organizations, however the size, who seek and strive to be competitive must do so by motivating and empowering their human resource for greater job performance. Easier said than done. Measuring human performance at work is not easy as it seems. Let alone, motivating and empowering employees for exemplary performance is difficult.
As employers or small business owners, we tend to think that employees are easily motivated by good salary and benefits packages. That is partly true. When employees’ basic needs are met, they are likely motivated to work harder. However, this could only go at certain point. Material rewards is only effective at a level where employees are given the reasons to work. But performing beyond what they are doing, satisfactorily, takes more than the “carrots” or “carrots and sticks” for some.
Human resource must be managed for performance at all times.
By the way, what is performance management? For the sake of this brief post, let me use Carter Mac Nara’s definition:
“Simply put, performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. “
Performance management here entails looking beyond what your people are currently doing but aligning these things to your organizational goals and objectives. Unfortunately, sometimes we tend to assume that when employees are busy, they are actually producing results. No! You are actually putting those efforts into waste when they are not checked. Results must be paramount for all those activities. Your employees should be exerting efforts towards meeting your business goals.
