How performance Management work in time of crisis?

The purpose of

performance

management

is to follow a process that contributes to the effective

management

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

ional. Effecti

Suggestion

organization

ve

performance

management

create al

ignmen

Suggestion

creates

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

Performance

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

performance

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

, or reputation is a

crisis

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

crisis

situation

, the failure of which effects t

he moti

have an effect upon

affects

vation of the employees.

In addition

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

crisis

as catastrophic. And yet, the response of the

then

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

further

hurt the

orga

Suggestion

hurts

nization’s credibility.

Moreover

,

Performance

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

of and v

Suggestion

the frequency

ariations in desired behaviors

and skil

manner of acting or controlling yourself

behaviours

ls. It act as fo

und

Suggestion

acts

atio

nal component for the

Suggestion

a foundational component

the foundational component

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

performance

evaluation and giving everyone same rating and bonus could have negative

effect on high

Suggestion

a negative effect

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

risk.

Suggestion

a retention risk

However

, 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

Suggestion

results

ngst various a

spects of

Suggestion

the various aspects

performance

management

, aligning

performance

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

situation

. Their findings suggest that a

crisis

is an opportune time to recalibrate the

performance

management

systems to long-term business goals,

instead

of focusing on the short-term.

Finally

i

n nutshell

Accept comma addition

Finally, in

it can be c

Suggestion

a nutshell, it

a nutshell it

oncluded that depending on business context and

performance

management

process maturity, one should adopt

performance

management

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

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

Furthermore

, 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

, an organization can be successful in the future.