Management System Practice

Question: Identify elements of a performance management system or practice that inspire and motivate employees. How performance evaluations specifically can lead to or detract from employee engagement in the workplace? Answer: Employee motivation is the key for sustained organizational success; therefore, nowadays its crucial to reach the hearts and minds of the employees. Leaders need to be authentic with an impelling vision. Leaders and managers need to be motivating and inspiring. The vital process that an organization needs to undergo is the performance appraisal and performance management process. Managers who think of this as an event to reward the deserving employees and warn the under-performers should transform their outlook. Instead of leaders or managers seeing it as an obligation and employees dreading the entire process; it should be an energetic, vivacious and interacting system. The organizations which have transmuted the entire process by introducing certain elements or practices are capable of motivating the employees.Firstly, the conversion of traditional performance review system into the quarterly performance review is highly interacting and engrossing. Though, it involves a lot of work and effort but the accurate reflection of the employees overall performance is exhibited. Productive meetings, mentoring and guiding turn out to be quite stimulating and encouraging for the employees (Studer, 2010). The second best practice which is highly motivating is not imposing the companywide goals on the employees and by not structuring employee evaluations around organizational goals. Connecting the dots method boost employees to provide the inputs and opinions for the tasks which would eventually be productive for the organization. This reinforces the employees efforts and lead to employee engagement (Salvarasu, 2014).Performance evaluation revolves around: Connection, Recognition and Development; which can lead to employee engagement. Highly interactive goal-setting and plans formation system, high quality formal and informal feedback and acknowledgment or appreciation lead to employee engagement. But lack of professionalism and increase in manipulations can be detracting. References Studer, S. (2010). Turn your performance appraisal system into one that works. Viewed 20 July 2016. https://www.qualitydigest.com/inside/quality-insider-news/book-straight-leadership-alignment-action-accountability.html#.Salvarasu, A. (2014). A Study of Impact on Performance Appraisal on Employees Engagement in an Organization. International journal of managerial studies and research, Vol. 2, Issue no. 11, pp. 10-22.