Managing Performances

Introduction

This blog demonstrates my own experience on an appraisal which I have had at work place and also what I have done for had an appraisal, what was discussed in the appraisal meeting, what are the outcomes and how did that meeting change  my performances. Furthermore it illustrates how that appraisal relates to the Locke’s Goal Theory.

What is an Appraisal?

Performance Appraisal is the systemic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.

According to The Chartered Institute of Personnel Development there are 5 key elements of performance appraisal. They are Measurement, Feedback, Positive reinforcement, Exchange of views and Agreement. The measurements of performances depend on the particular Role, culture of the business etc. Some objectives of performance appraisal are,

• To identify strengths and weaknesses of employees and guide to training and development programmes.
• To provide feedback to employees about their performances
• To maintain and review records for further promotional and training programmes.
• To make an influence to employee habits
• To compare the actual and desired performances.
• To increase motivation levels of employees.

Own Experience of an Appraisal

I have my own experience of an Appraisal in KFC. I am a Team member of KFC and working on tills as a cashier. KFC has mystery shopper sessions which is called CHAMPS twice a month. I have served for one of the mystery shopper and I have achieved 99% Marks for the services.  I have received appraisal for achieving CHAMPS. Restaurant must be achieved over 95% for success in CHAMPS. The basic measurement of CHAMPS is 4 moment of truths which consists with Greet customers, Take the order, Repeat and deliver the order and Thanking and closing. In additional friendliness of the staff, delivering the order within one minute, cleanliness of uniforms and restaurant will consider for CHAMPS marking scheme. In mystery shopper report I have success in all these aspects accurately. I had a discussion with my line manager who is the restaurant general manager for an appraisal. In that discussion he guided me how to improve my skills and abilities and he appreciated what I have done successfully. Furthermore he mentioned that I have to improve my up-selling skills more to score 100% for CHAMPS. I had a perfect opportunity to identify what are strengthens and weaknesses through this appraisal discussion.  This appraisal has changed my performances thoroughly. I gave my best contribution to circumvent my weaknesses and to improve strengthens more. However an appraisal could give a major motivation to employees and it would be a greater opportunity to make changes of their performances.

Locke’s Goal Theory

Goal setting theory had introduced in the book of “Theory of goal setting and Task performance” by Locke and Latham in 1990. It illustrates the characteristics of successful goal settings. According to Goal setting theory a goal should have 5 principles to create the motivation. They are,

1. Clarity –   Clear goals should be specific, measurable and time framed. It would help to understand easily and avoid misunderstanding, easy to reward systems procedures, and also it gives greater output and better performances through motivations.
2. Challenge – Challenging goals make people enthusiasm to achieve goals and drive people to work hard through motivations. And also set them up attainment of next goal. However the goals must be realistic though it is challenging.
3. Commitment – This does mean that goals must consistence with organisation’s expectations and concerns and also organisation must be motivate employees to develop goals themselves that are consistence with the organisation. Commitments of employees depend on nature of the goal. If the goals are much harder more commitment is required to .Self efficiency would more effective because of that reason.
4. Feedback – Feedback can be received from self-judgment or other peoples. It is very important employees to judge their own progress and guide them to better long term performances.
5. Task Complexity – Highly Complex tasks can become overwhelming for people. It is very important to provide sufficient time to meet goals and understanding how to improve performances, to make practice and learn what the expectations for success are.

Goal theory leads to achieve goals and improve better performances through the motivations, and better quality of feedback. Some of the limitations of goal theory are that it is unable to prove that goal theory improves job satisfaction levels and sometimes organisation goals could be conflict with managerial goals can be effected on performances.

Connection between Appraisal and Locke’s Goal Theory

The appraisal I had can link to Locke’s goal theory.

The task and goals were clear, specific and measurable. My goal was achieve the CHAMPS and it had clearly defined the tasks that I should complete to reach my goal. And also it was specific for mystery shoppers and time frame was first two weeks of the month. Hence it determines the element of Clarity in this goal setting.

The task was very challengeable as we have to expect every customer as a mystery shopper thus we could not able to recognize who is the mystery shopper and who is not. But the goal is very realistic to demonstrate.

 Organisation always motivates employees to reach goals by giving them a higher recognition. Employees give their maximum effort and contribution of commitment to fulfill the organisation’s expectations thus it gives better self-satisfaction if they reach to their goals with self-efficiency.

According to my own experience Feedback would be a great opportunity to employees to evaluate self-judgment with comparing desired goals and real goals they have achieved. I have received considerable feedback to improve my skills and abilities more.

The task I have to complete was not complicated to meet. But I have received sufficient time to learn, practice and understand my responsibilities as I joined as a trainee team ember to the organisation. It would really supportive to me achieve my goals successfully.

Conclusion

An appraisal is one of the main features of performance management. This blog illustrates an example for appraisal with own experience which links with Locke’s Goal setting theory. Goal setting theory has five key elements which would help to understanding of setting successful goals.

References

Art Daniel, D. M., 2013. A Theory of Goal Setting by Locke & Latham. [Online] 

Available at: http://smallbusiness.chron.com/theory-goal-setting-locke-latham-1879.html
[Accessed 29 March 3013].

Corbridge, S. P. &. M., 2002. People Resourcing HRM in Practice. 2nd ed. Essex: Pearson Education Limited.

MindTools, 2013. Locke's Goal Setting Theory. [Online]
Available at: http://www.mindtools.com/pages/article/newHTE_87.htm
[Accessed 28 March 3013].