Annual Review Due Week 7 And Worth 160 Points ✓ Solved

Annual Review Due Week 7 and Worth 160 points Imagine you work at a comp

Write a 5–7 paragraph paper in which you: explain how you will address Jim's recent performance issues. suggest both constructive and positive feedback designed so that Jim will leave motivated to do his best. format your assignment according to the following formatting requirements: this course requires the use of strayer writing standards. for assistance and information, please refer to the strayer writing standards link in the left-hand menu of your course. include at least one reference to support your paper. the specific course learning outcomes associated with this assignment are: recommend a plan for addressing performance issues in an annual review that includes motivational feedback.

Sample Paper For Above instruction

In conducting Jim's annual review, it is essential to approach the conversation with a balanced stance that recognizes his previous contributions while addressing recent performance challenges. My primary goal is to communicate openly and constructively, fostering a motivational environment that encourages Jim to improve without feeling demotivated. To achieve this, I would begin the meeting by acknowledging Jim’s strong performance during the first nine months of the year. Highlighting specific achievements and the value he has added to the team will set a positive tone for the discussion and demonstrate that his efforts are appreciated (Gordon & Galle, 2017).

Once the positive recognition is established, I would proceed to address the recent issues of tardiness. It is important to be specific and factual, avoiding accusatory language, and instead focusing on how his lateness impacts the team and production line. I would express understanding that personal or external factors may be influencing his behavior while inviting him to share any challenges he might be facing. Effective performance discussions often succeed when managers listen empathetically, which helps in identifying support or accommodations that could help improve punctuality (Rosenberg, 2018).

After discussing the issues, I would work collaboratively with Jim to develop an improvement plan. This might include setting clear expectations, perhaps adjusting certain schedules temporarily if personal issues are involved, or offering resources such as counseling or time management training. Emphasizing that the goal is to support his continued success and growth within the company can reinforce his motivation. Providing specific, measurable goals for punctuality and regular follow-up can promote accountability while also demonstrating my commitment to his professional development (Schreuder & De Vos, 2020).

Throughout the conversation, I would balance constructive feedback with positive reinforcement. Complimenting Jim on his previous hard work and reliability reminds him of his strengths and worth as a valued employee. Using motivational language such as "I believe in your ability to turn this around" can inspire confidence. It is important to maintain a tone that is respectful and encouraging to foster trust and openness, which are critical components in employee relations and performance improvement (Lussier & Hendon, 2020).

In conclusion, addressing Jim’s recent performance issues in a manner that acknowledges his past achievements while constructively discussing areas for improvement can motivate him to enhance his performance. Using a supportive and collaborative approach ensures that Jim feels valued and understood, increasing the likelihood of positive change. Regular check-ins and recognition of progress can further bolster his motivation, ultimately benefiting both the employee and the organization (Noe et al., 2018). Creating a transparent and empathetic dialogue is key to fostering a productive and motivated workforce.

References

• Gordon, M. E., & Galle, W. (2017). Effective Performance Management: Strategies for Success. Sage Publications.
• Rosenberg, M. (2018). Empathetic Leadership in the Workplace. Harvard Business Review.
• Schreuder, J. A., & De Vos, A. (2020). Human Resource Management. Routledge.
• Lussier, R. N., & Hendon, J. R. (2020). Human Resource Management: Functions, Applications, Skill Development. Sage Publications.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2018). Fundamentals of Human Resource Management. McGraw-Hill Education.