Abstract
Coaching in the organizations facilitates the improvement in its performance when it is carried out in a productive and efficient manner. An employee gets the best performance out of himself/herself when he/she is coached effectively and, as a consequence, maximizes his/her potential as well as performance. The organization that has a coaching culture attracts as well as retains talented workforces who contribute superior performance and, as a result, give it a competitive advantage. This paper first elucidates the other aspects apart from coaching, which are essential for an organization to have an effective performance management system. It then describes the concepts that Google, Apple, Statoil, and HubSpot use to attain an effective performance management system.
Introduction
According to Werner & DeSimone (2009), coaching entails treating the workforces as partners in realizing the organizational and personal goals. The significance of coaching to both the employees and organizations cannot be underestimated. In particular, coaching speeds up the progress of the workers by helping them to concentrate on where they aspire to be when the coaches treat them as partners. Besides, coaching helps the employees recognize their abilities and avoid the challenges that might prevent them from realizing their goals. The present paper explores the concept of coaching within organizations.
Other aspects apart from coaching that are necessary for an organization to have an effective performance management system
The organizations that have effective performance management systems produce better business outcomes than those that do not have (Pulakos, Mueller-Hanson, O’Leary, & Meyrowitz, 2012). An effective performance management system must be concerned with the development of the employees. As a matter of fact, coaching is a perfect means to develop the workforces. Thus, it is an imperative feature of an effective performance management system. The other aspect that is necessary for an organization to have an effective performance management system is goal setting. A performance management system must start with the process of goal setting for it to be effective. Specifically, goal setting involves setting the performance expectations for a team to channel its efforts towards attaining the objectives of the organization. The appraisal is the other important aspect that is necessary for the organization’s performance management system to be effective. In essence, the managers must review the performances of the employees regularly to identify the best as well as poor performers. Consequently, the appraisals help to ensure that the teams perform as expected hence they are necessary for an effective performance management system.
The other aspect that is essential for an organization to have an effective performance management system is being aware of the development and training needs of the workers. It is vital for the managers to increase constantly the capabilities of the team members through training and development. In essence, this ensures that the organization meets the performance expectations. Training helps and motivates the managers and employees to utilize the performance management system efficiently (Pulakos, 2004). Rewarding is the other vital aspect that is a must for an organization to have an effective performance management system. After appraising the performances of the workforces, it becomes important for the managers to reward the best performers so as to motivate them to continue with their good work. Rewarding involves recognizing the staffs for their good performance as well as recognizing their contributions to the organizations.
Concepts that Google, Apple, Statoil, and HubSpot use to attain an effective performance management system
It can be challenging for even the top organizations to have good performance management systems. Chelniciuc (2013) suggests that the aim of a good performance management system is to increase as well as align all the organizational levels. In reality, such a performance management system contributes to the improvement in the performance of the organization. Different organizations have different performance management systems. In an attempt to attain an effective performance management system, Google hires skilled and qualified employees and provides regular feedback on their contribution towards the realization of the organizational goals. The company sees the staffs as its important assets. It rewards good contribution and high performance to motivate them. The assessment at the company is 360 degrees and is based on the original goals that both the employees and managers agree. Besides, the employees get the necessary support from the management. The company’s benefits vary and are usually based on a country’s legal framework (Chelniciuc, 2013). Furthermore, the company provides training to its employees to equip them with the required skills.
In an attempt to realize an effective performance management system, Apple recruits individuals with qualities that meet its needs. The company also provides its employees with the support they need to attain the organizational objectives through coaching. Just like Google, Apple also rewards its high performers highly to inspire them. Moreover, Apple offers general awareness education and training for business-driven needs to its employees to attain an effective performance management system (Chelniciuc, 2013). Just like Google and Apple, Statoil also recruits skilled and qualified employees and pays high performers highly in an attempt to realize an effective performance management system. The managers at this company also communicate with the employees and offer them the needed support as well as feedback about their performance. Lastly, HubSpot provides its workforces with year-round feedback through its social performance management software in an effort to achieve an effective performance management system.
Conclusion
The paper has discussed the importance of coaching within the organizations. Ideally, coaching is one of the aspects that are essential for an organization’s performance management system to be effective. The other aspects as elucidated in the paper include goal setting, the appraisal, being aware of the development and training needs of the workers, and rewarding. In essence, these aspects contribute to the success of the organizations. The paper has also explained what Google, Apple, Statoil, and HubSpot do to attain an effective performance management system. It is now clear that all these companies understand the importance of an effective performance management system and do what is necessary to achieve it.
References
Chelniciuc, A. (2013, September 5). Performance Magazine Performance management at Apple, Google and Statoil. Performance Magazine. Retrieved from http://www.performancemagazine.org/performance-management-at-apple-google-and-statoil/
Pulakos, E. D. (2004). Performance Management: A roadmap for developing, implementing and evaluating performance management systems. SHRM Foundation.
Pulakos, E. D., Mueller-Hanson, R. A., O’Leary, R. S., & Meyrowitz, M. M. (2012). Building a high-performance culture: A fresh look at performance management. Effective Practices Guidelines Alexandria, VA: SHRM Foundation.
Werner, J., & DeSimone, R. (2009). Human Resource Development (5th ed.). Mason, OH: South-Western Cengage Learning.
