Employee review techniques yield increased productivity: Part 2
As workplace productivity increases, the need for ever greater management skills to both maintain and further enhance human capital’s contribution to organizational success.
Goal: To improve productivity
Voluntary turnover of valued employees is a concern of managers due to the financial costs of replacing those employees and the lost productivity of good employees. Reduction in the number of the workforce can create added strain on the employees who remain, which may lead to additional turnover and low morale. However, job satisfaction and organizational commitment have been shown to be different in relation to employee attitudes about their work.
Commitment to the organization is defined as; a strong belief in and acceptance of the organization’s goals and values, a willingness to exert considerable effort on behalf of the organization and a definite desire to maintain organizational membership and this commitment and job satisfaction are important contributors to employee retention linking employee to employer
Employees, especially Millennials, appreciate the need to know where they stand. Differentiation as an evaluation tool, if used properly can provide the necessary feedback to this growing segment of the workforce. Using differentiation with the Baby Boomers also has challenges in communicating the nature of the purpose of rankings. Baby Boomers often equate their job to their life and (have hoped) to have lifetime employment. Millennials often value employment life as the job at the present time. For Baby Boomers, employment is their life, whereas Millennials relate to a job in present time.
Differentiation requires both continuous feedback and comprehensive coaching, see article by Michigan State University Extension educator Stan Moore regarding the need for praise and modeling. Conversations need to be objective, early and often.