02:15
Faizan
Managing employee performance is beneficial to both the employee and manager. If done properly, it is an opportunity for two-way communication, and the information acquired can be useful. The frequency of performance management may be determined by company policy, the size of the team and the complexity of team tasks.
Employee Motivation
For most employees, knowing how their work contributes to the company's success can be motivating. Performance management can tell employees how they are doing in this regard.
Concerns
Regular employee performance management can address performance or behavior concerns before they become serious problems.
New Skills
Acquiring new or different skills benefits both the employee and company. This can lead to shared responsibilities in team tasks, among other benefits.
Career Direction
Developing existing skills or learning new ones lets an employee plan for the next career move. The performance management process can create a plan to bridge gaps between current skills and future needs.
Communication
Performance management can make the employer aware of general employee satisfaction and needs.
Employee Motivation
For most employees, knowing how their work contributes to the company's success can be motivating. Performance management can tell employees how they are doing in this regard.
Concerns
Regular employee performance management can address performance or behavior concerns before they become serious problems.
New Skills
Acquiring new or different skills benefits both the employee and company. This can lead to shared responsibilities in team tasks, among other benefits.
Career Direction
Developing existing skills or learning new ones lets an employee plan for the next career move. The performance management process can create a plan to bridge gaps between current skills and future needs.
Communication
Performance management can make the employer aware of general employee satisfaction and needs.
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