Interclean – Performance and Career Management

Now that the new sales team has successfully completed the training program, there is a need to design matrix of performance and career management methods for each team member. Creating an evaluation process helps to determine the effectiveness of the training given to these employees. It also helps to evaluate employee’s progress and setting goals for further development. This process is largely referred to as Performance management. Practice performance management, must provide timely feedback, while constantly focusing everyone's attention on the ultimate objective (Casio, 2005). Performance management and appraisal may be done at the level of the individual or the team. Because different types of teams exist, such as work or service teams, and project teams, different appraisal methods are most appropriate for each team type. “Different team members will have their own views on how the team is performing” (Margerison, McCann & Davies, 1995, p.15).

For an effective management style, the once a year performance appraisal should be part of a performance management system. As in a year long process that monitors employees, offers strategies, gathers information and assesses our employees. The ideal performance appraisal system should address employee behaviors and performance activities and objectives and function as an employee development tool that determines training needs, improves performance, and determines career goals. It should have the ability to be used as a link between rewards and performance as well as an evaluation of human resources management policies and programs.

One of the most effective tools when developing people in their performance is feedback (Sturman, Bier, & Spikwak, 2006). By providing feedback you can sustain or improve maximum performance. Without delivering feedback properly, it can actually hinder, rather than enhance performance. As a manager it is imperative to provide the proper coaching and training through communication....