Post By Day 3: Cohesive And Scholarly Response In APA Format ✓ Solved

Post By Day 3a Cohesive And Scholarly Response In APA Format

In this scenario, we analyze Jill's experience at Global ProTech, where her manager's lack of engagement and support have hindered her ability to acclimate and perform effectively. Jill's challenges highlight the importance of effective performance management and coaching strategies.

First, my approach in this scenario focuses on establishing open communication and regular feedback mechanisms. To address Jill's frustrations, I would advocate for a coaching style that incorporates active listening, empathy, and constructive feedback. This approach would encourage Jill to express her concerns freely while providing her with the necessary guidance to improve her performance. Active listening would involve the manager fully engaging during meetings, minimizing distractions such as phones or social media, and taking notes to ensure Jill's concerns are documented and valued (Wagner, 2017).

Another effective coaching approach could be the "GROW" model, which includes Goals, Reality, Options, and Will. This method encourages employees to articulate their objectives, understand their current situation, brainstorm possible solutions, and commit to actionable steps (Whitmore, 2017). By utilizing the GROW model, the manager could better facilitate Jill's self-discovery and problem-solving, empowering her rather than merely instructing her.

The use of performance metrics during reviews could have significantly mitigated Jill's frustrations. By tracking specific indicators of performance, such as goal completion rates, quality of work, and employee engagement scores, the manager can obtain quantifiable insights into an employee's progress. These metrics would provide a foundation for constructive discussions about performance, allowing Jill to see where she stands and what areas require development (Aguinis, 2019). This data-driven approach can help identify skills gaps and tailor coaching to fit an employee's needs.

A manager should avoid using the appraisal process as merely a platform to lecture about job performance, as this can lead to disengagement and resentment from the employee. Performance reviews should be viewed as collaborative dialogues rather than monologues; they are ideal opportunities for managers to express appreciation for an employee's contributions and provide actionable feedback for improvement (Kluger & Nir, 2010). Utilizing a supportive and growth-oriented mindset fosters a productive environment for both the manager and the employee.

Ultimately, the performance review process should serve as a catalyst for employee development. It should highlight strengths while addressing areas for improvement through personalized development plans. Encouraging continuous feedback and establishing clear development goals can enhance employee morale and productivity, leading to a more engaged workforce (Cascio, 2016).

In conclusion, effective performance management necessitates a shift from traditional methods to a more supportive and employee-centric approach. By implementing open communication, utilizing performance metrics, and fostering a collaborative review process, managers can significantly enhance employee satisfaction and retention, ultimately benefiting the organization as a whole.

References

• Aguinis, H. (2019). Performance Management for Dummies. Wiley.
• Cascio, W. F. (2016). Managing Human Resources (8th ed.). McGraw-Hill Education.
• Kluger, A. N., & Nir, D. (2010). The Role of Feedback in Enhancing Performance: A Review and Directions for Future Research. Journal of Management, 36(6), 1484-1501.
• Whitmore, J. (2017). Coaching for Performance: The Principles and Practice of Coaching and Leadership. Nicholas Brealey Publishing.
• Wagner, R. (2017). Conversations that Inspire: How to Create Good Communication. Business Horizons, 60(3), 431-440.