Question

Note: Please do not write from internet plagiarism is strictly prohibited

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Required:

1- how we can improve Employee Performance through Coaching.   

2- Evaluate the role of rewards in the performance management process

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Note: Please Plagiarism is strictly prohibited

Answer 1

Ans. 1.

People are an important resource for any organization. Coaching is one of the methods through which this particular resource can be tuned to perform better. It is especially important and relevant in the modern business environment where there is intense pressure on the organizations to stay ahead of the competitors. This is so because coaching can turn the employees into more agile and efficient, among other benefits. Coaching also develops the employees for current or future roles, reduces anxiety/stress, lowers risks and waste and provides for higher productivity. The employees also gain job satisfaction and can progress on their career path faster.

The coaching process is designed to improve the competence of employees and reduce the barriers that affect their performance adversely. Coaches should share qualities including consistency, patience, friendliness, and resourcefulness among others to be successful in their coaching endeavor. They need to work on their skills including listening, communication, analysis, planning, organizing and others as well. A coaching plan and process may follow below given steps.

Problem identification- The coach has to find out the performance-related problem/behavior that is a cause of trouble or is problematic. The problem is measurable, observable and can be overcome. For instance, for an attendance related problem, the coach should produce the dates and instances when such irregularity was observed.

Questioning and response- The coach should put open-ended questions to the employee and should evaluate the employee responses. Analysis of the responses will help in finding out the real cause of the problem.

Put forward and describe the expectations- While the coach should be considerate of the employee problems and should be empathetic, he/she should also state to the employee what is required and expected.

Reach to an agreement- The employee and coach should be able to reach an agreement. This agreement may also take a documented form. It should be seen that the employee knows what consequences he/she might face for an irresponsible behavior later on and does not dodges the issue.

Improvement process plan and its implementation- The coach and the employee must collaborate to bring in the desired changes in the relevant areas (for instance behavior). The goals should be simple to understand, attainable and realistic, and must be achieved within a given deadline. Employees may themselves come out with solutions otherwise not known, and hence a coach should ask them to put forward their opinions as well.

Monitoring- Employees should commit themselves to the plan and its adoption. Meetings should be structured regularly until the desired change becomes the norm. Feedbacks and discussions can help in the reduction of bottlenecks and provide for a greater probability of success.

Success measurement- Employees can be rewarded for their success in the adoption of the improvement plan, in relevant ways (for instance appreciation for timely attendance).

Ans. 2.

Rewards are good for employee retention and can motivate the employees as well. Rewards enhance productivity and help employees like their job more. They therefore can be used for improving performance and are important towards performance management. Some of the important roles played by rewards in the performance management process are given below.
Motivation- Rewards can be extrinsic as well as extrinsic motivators. Rewards in the form of appreciation and praise may motivate the employees intrinsically as they are satisfactorily personally, while those in the form of money may be extrinsic motivators.

Teamwork promotion- Rewards also promote teamwork and may enhance the enthusiasm of employees to work in a team. Rewards also increase competitiveness amongst employees as they try to outperform each other to be best, thereby improving productivity manifold.

Enhancing employee satisfaction- Rewards increase the satisfaction of employees and help them stay on track. Employees who are well and regularly rewarded stick to their jobs longer, do not change jobs frequently and organizations have lesser turnover rates as well.

Rewards increase the interests of employees in the financial conditions/prospects of the company. They try to reach that extra mile to meet company obligations, which is fruitful for either of the parties. Rewards are self-motivating for the employees as well, and the employees take the slightest of the cues to earn more for themselves and their families. Rewards also improve bonding configuration between the parent organization and the employee and provide for better employee loyalty. They can be linked to performance and provide for measurable performance appraisal as well, to some extent. A company can hope to reach its goals rather easily by implementing the reward programs. Reward management ensures that the employee contributions are recognized and because they take many forms (including bonus, salary raise, promotion, gifts, and others), they can meet the needs and requirements of different kinds of employees as well.