How Employee Performance Connects with Happy Employees
The good performance of employees is a key factor for the success of an organization. Employees that are high in performers tend to be more satisfied and engaged, further fueling motivation which drives both tasks complete-ness and resulting happiness. This article examines the relationship between employee productivity versus happiness based on some of the prevalent HRM theories and practices.
What is Performance?
Workplace performance means the accomplishment of responsibilities and duties by employees with adherence to applicable standards. It includes things like Efficiency, Effectiveness, Quality and Productivity. We typically equate high performance with employees who are not only competent but also motivated and engaged in what they do. When you are powering through your work, nailing every single task or project that comes down the pipeline, this is going to lead to a sense of fulfillment and likely overall happiness.
Armstrong, M. (2006). Performance Management: Key Strategies and Practical Guidelines. Kogan Page Publishers.
Best Practice Example:
Adobe have implemented performance feedback systems where allow employees to monitor their development and remain in line with company objectives. Employee satisfaction has increased and performance has improved as a result.
The Role of Performance Management
An optimum level of employee performance plays a crucial role in any organization as it is highly dependent with happiness in the workplace. When employees have a better understanding of what is expected of them from the organization and how their work contributes to the overall objectives of the organization, their engagement level is high. The principles of performance management narrated by Egan (1995) and Strebler et al. (2001) provide a comprehensive role model how effective performance management can harness the employee satisfaction with boosting organizational performances
Strebler, M., Bevan, S., & Robinson, D. (2001). Performance Management: Key Principles and Practices. Institute for Employment Studies.
Egan, G. (1995). A Guide to Performance Management. Wiley.
Egan and Strebler pointed out key principles of performance management as follows:
Conclusion
After carefully examine above factors, there is an clear connection between Employee performance and Employee happiness. The descriptive theories stated above indicated that Happy working culture will create productive workforce. Applying good performance management principles and systems can improve employee satisfaction as well as morale, resulting in a happier workforce that tends to be more productive.
Real-World Practical Examples :
Happy Working Culture at Zappos
References
- Egan, G. (1995). A Guide to Performance Management. Wiley.
- Armstrong, M. (2006). Performance Management: Key Strategies and Practical Guidelines. Kogan Page Publishers.
- Strebler, M., Bevan, S., & Robinson, D. (2001). Performance Management: Key Principles and Practices. Institute for Employment Studies.
An interesting article that show cases how the role of performance management can not only be better for the company in terms of productivity but also could possibly lead to better job satisfaction. It did very well in tying in theory with a practical example.
ReplyDeleteRole of performance management in employee satisfaction and productivity is very crucial in organization context, you have provided sufficient insight’s. It may be beneficial to give particular instances or references to studies that support your arguments.
ReplyDeleteIt's fascinating to see how performance management plays a crucial role in driving employee happiness and productivity. The examples provided, such as Adobe's performance feedback system and Google's OKR system, demonstrate the effectiveness of implementing effective performance management strategies. I particularly enjoyed the insights on the importance of clear communication and employee engagement. It's refreshing to see organizations recognizing the importance of employee satisfaction and happiness in achieving overall success.
ReplyDeleteThis blog post provides insightful insight into the close relationship between company culture and employee performance. Especially interesting are the insights into how a supportive and upbeat work atmosphere might improve performance. It is evident that improving performance results and employee morale are two benefits of cultivating a culture that values and supports staff. Organizations can integrate their culture with performance objectives in a practical way by using the ideas and examples offered. I appreciate you sharing these well-considered and doable suggestions; anyone wishing to enhance employee performance and company culture will find this to be a valuable resource!
ReplyDeleteVery important but interesting article to discuss. I total agree with your statement of that when employees have a better understanding of what is expected of them engagement is high. My opinion also companies/management should give a clear picture and achievable goals to it's employees in the beginning of the year. So, then only employees can plan the year ahead with a positive mind. Most important part is employee mental well-being and support to work-life balance from the company side. Those can also effect employee performance.
ReplyDeleteHappy employees are more productive, engaged, and creative. They're less likely to quit, call in sick, or make mistakes. Investing in employee well-being and job satisfaction directly impacts an organization's bottom line through increased performance and a positive work environment.
ReplyDeleteYour blog gives a compelling review of the connection among place of business overall performance and worker happiness. The discussion successfully connects the ideas of performance, effectiveness, fine, and productivity with high performance and universal job pleasure. Your connection with Armstrong’s insights underscores the importance of these factors in defining overall performance excellence.
ReplyDeleteThe nice practice instance from Adobe is a sturdy illustration of ways performance control structures, together with feedback mechanisms, can notably enhance each employee delight and performance. This real-global instance highlights the sensible application of performance management concepts and their direct effect on organizational fulfillment.