Question

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Required Question:

Question 01- Explain how we can improve Employee Performance through Coaching. (200 words)

Question 02- Evaluate the role of rewards in the performance management process (200 words)

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Answer 1

Answer 1: “Nothing is Perfect”

Nothing is perfect in this world. This statement suggests, there is always room for improvement. Performance of individual is at the top priority of all the organization, as they are key to achieve goals. Organization always apply the best possible tools and solutions to increase the performance of their employees, one way is coaching or counselling. Here are some steps to follow in coaching for improvement of employee performance.

1. Clarity on performance problem: Outline a pattern of performance needs to be improved. State what exactly is the problem on concrete and observable terms, avoid assumptions.
2. Invite employee for discussion: Employees perspective on the situation is the key to achieve goals, remember to listen to employee perspective fist, this is where you need to work out if his/her perspective does not match with the organizations perspective. Listen to him/her carefully, do root cause analysis to find out the root cause of the problem and pinpointing solutions. This will help in improving the improvement plan.
3. Collectively create improvement plan: This improvement plan must include goal, action plan, checkpoints and measurement. The goal is required to share what is the expected level of performance organization wants to see from the employee. An action plan is required to provide direction to the employee which can help him to achieve expected level of performance. Checkpoints help you and employee to discuss the progress made at equal intervals of time and does not deviate from the goal. Measuring the outcome to date by observing, getting feedback from peers and reviewing the completed steps in the process.
4. Follow-up at equal intervals: Initially follow-up are more frequent but as the outcome is in proper direction, managers can gradually decreases the follow-up frequency. But it doesn’t mean follow-up is not at all required, it is still required at equal time interval so that one should not deviate from goals and provide feedback how he or she is doing till now.

Answer2: “Best is always rewarded”

Well, rewards and recognition play a vital role in the company’s culture. Rewarding an employee shows you appreciate them for their hard work and commitment to the organization. This encourages teamwork and increases high-performance culture within teams as performers get rewards. There are some points below which we can discuss in terms of rewards and recognitions.

1. Boosting morale: Nowadays, the emphasis is given on perks and rewards schemes at the workplaces as companies are investing in reward and recognition programs. It’s a good feeling when an employee is being recognized for their efforts, this increases their performance in their current role and make them happier, which means more business. This boosts their morale and other team members to follow them.
2. Increasing Productivity: Employee who feels appreciated and get rewarded for good work will always feel motivated to increase their productivity. More productivity means more business and strengthen the bottom line of the company.
3. Attracting new talent: We have always heard about mouth to mouth publicity, this applies here as the employee who is associated to your organization and satisfied with the role and responsibility will definitely recommend your organization as an employer among friends and family members. This means you will get trusted talent without any expense.
4. Minimize Attrition: the employee who gets rewarded and happy with their role in the current skill set are more loyal to the organization they are working for. This also means that attrition rate is very low in such companies where rewards and recognition program is applied.