Engagement – too dry to be interesting!

Let’s get clear I’m not criticising any of the writings on engagement what I am saying is that it doesn’t engage me. The reason is simple – literature suggests that a first step in creating effecting performance management is for managers themselves to clarify and understand their own goals and objectives. Upon doing so, literature additionally reveals a number of steps that managers should consider in establishing performance objectives in collaboration with employees; these are listed below:

Step 1: Engage employee – Create employee buy-in by engaging employee as an active participant in setting performance goals at the outset of process.
Step 2: Review job description and responsibilities– Review job description and responsibilities to ensure that both the employee and manager have a mutual understanding of performance expectations.
Step 3: Align objectives – Ensure that individual performance objectives align with an employee’s specific job responsibilities and are relevant to the company’s mission and values.”….
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