How performance Management work in time of crisis?

The purpose of

performance

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management

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is to follow a process that contributes to the effective

management

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of individuals and teams, in order to achieve the goals of an organizat

ional. Effecti

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organization

ve

performance

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management

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create al

ignmen

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creates

t and a shared understanding between individuals or teams and organization.

Performance

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evaluations help measure employee’s achievements against goals and expectations and determine

performance

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standards across different types of roles and levels. While major, unforeseen circumstance that can potentially jeopardise an organisation’s employees, customers, products, services, fiscal

situation

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, or reputation is a

crisis

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. The managers/ Leaders are forefront of handling urgencies and acting in response to a

crisis

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situation

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, the failure of which effects t

he moti

have an effect upon

affects

vation of the employees.

In addition

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to that When the BP oil spill occurred in Mexico in 2011, it was both a human tragedy and an environmental one. 11 workers had lost their lives and thousands of gallons of oil were continually being discharged into water. One could term

this

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crisis

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as catastrophic. And yet, the response of the

then

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-CEO Tony Howard was found to be very lacking. In fact, it

further

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hurt the

orga

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hurts

nization’s credibility.

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,

Performance

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evaluations are a useful tool to differentiate between low- and high-performing employees and gauge frequency

of and v

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the frequency

ariations in desired behaviors

and skil

manner of acting or controlling yourself

behaviours

ls. It act as fo

und

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acts

atio

nal component for the

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a foundational component

the foundational component

distribution of compensation increase, promotion, bonuses and developed opportunities. Abandoning the

performance

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evaluation and giving everyone same rating and bonus could have negative

effect on high

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a negative effect

performing employee motivation which can lead to a potential drop in productivity it become retention

risk.

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a retention risk

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, organizations that are able to move a large part of their employee population to remote work can anticipate much fewer disruptions to their business. In many researches it result th

at amo

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results

ngst various a

spects of

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the various aspects

performance

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management

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, aligning

performance

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metrics to the new environment was one of the highest-rated factors for HR to consider, alongside engagement and learning and development in a

crisis

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situation

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. Their findings suggest that a

crisis

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is an opportune time to recalibrate the

performance

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management

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systems to long-term business goals,

instead

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of focusing on the short-term.

Finally

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i

n nutshell

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Finally, in

it can be c

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a nutshell, it

a nutshell it

oncluded that depending on business context and

performance

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management

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process maturity, one should adopt

performance

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management

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processes to suit significant changes in the organizational environment. It’s critical to ensure that employees feel equipped to adapt both their daily work and their goals to the new

situation

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, as well as communicate a shared goal and mission to work towards.

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, providing them with the opportunity for bonuses and learning and development opportunities throughout times of uncertainty will help alleviate their stress, keep them motivated, and allow them to learn faster through feedback. By putting people

first

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, an organization can be successful in the future.