While there are many aspects to effective performance management, employee motivation is the most important component. The way managers assess employee performance affects the quality and quantity of productivity. Managers seeking effective employee oversight should consider how to maintain employee motivation.
Managers are better able to implement a personnel awards method that can accurately assess the interests, strengths, and potential of employees. It is therefore important to create framework conditions that encourage employees to use their inner strengths and potential in the fulfillment of daily tasks.
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When people at work feel that their actions are in line with personal interests and strengths, there is a sense of obligation to something important. It is a powerful psychological factor that creates productivity and motivation without the need for external intervention from executives or managers. Then people move not only through deadlines and results but also through the need to realize individual potential.
Motivated action basically arises from the desire to achieve something that is important to both the person and the company. This desire can be caused by external factors such as the promise of company privileges, higher status, or a larger balance in the bank.
Therefore, part of the performance appraisal involves the use of employee disclosure strategies to guide managers to the factors that most motivate each employee. It is an ongoing process that includes interactions with employees in both formal and informal settings. Managers who deal exclusively with employees according to rules and procedures, rather than dealing with the workforce on a personal level, should do something else instead.