Implementation of a Performance Management Program

Implementation of a Performance Management Program

Erica Paul

Walden University

April 7, 2019

Implementation of a Performance Management Program

Introduction

Discovery Point Child Development Centers is an organization that caters to the cognitive, social/emotional, fine and gross motor skills and language development of young children. Cliff and Diane Clark, based on their philosophy that children learn best through life experiences and hands-on activities, founded Discovery Point in the 1980s. Using a whole child approach to teaching and learning, and a creative curriculum, they were able to adopt a franchise model just three years after opening their first center in 1988.

For the purpose of this assignment I will analyze the process of implementing a performance management program within this organization. This is a franchise, so each center is individually own. The program that each owner decides to put in place is according to his/her discretion. The center I will discuss is one that I was previously employed in my town of Duluth, Georgia. I will not disclose the full name, but will refer to the center as Discovery Point H.

Benefits in Implementing a New Performance Management Program

The reasoning for choosing this particular location is straightforward. Its system lacks employee growth, effective communication, constructive feedback, benefits and pay is low resulting in high turnover rates throughout the year. Employees feel undervalued and unappreciated leading to a decrease in job satisfaction and engagement. They are afraid of voicing their opinions for fear of retaliation from the owner. Therefore, trust, respect and transparency between management and employees needs to be established. Ongoing feedback is nonexistent. Instead, most employees (except for the owners favorites) are bombarded with criticism and negative feedback on an almost daily basis. Little attention is paid to employee achievements and the positive reviews given by the families of the children they serve.

Discovery Point H can truly benefit from a comprehensive and effective performance management program. Creating and implementing an effective program will ensure that the employees understand their value and the contribution to the organization’s goals and objectives. It can foster relationships built on trust and respect between management and employees through effective listening and communication, accountabilities and transparency. In turn, employees will be more satisfied because they feel like they are a part of the company and what they do has meaning. Discovery Point H’s employee turnover rate will not be as high (which lowers the company’s cost of rehiring and training and optimizes profits). Also, the teachers and other childcare workers will be paid according to their skills, experience and accreditation and not by what the owner decides is fair. Managers will be able to increase efficiency and consistency, but mainly improve performance, engagement and productivity.

Buy-ins

The effectiveness of a performance management program requires the understanding, acceptance and commitment from everyone in the organization (Aguinis, 2013). In the case of Discovery Point H. the owner, director, assistant director, lead and assistant teachers, and other employees would need to be involved in the process. To ensure total system acceptance, a communication plan would have to be created to build knowledge, foster trust/transparency and to generate buy-ins.

According to Aguinis (2013), a successful communication plan must answer the following questions:

• What is performance management?
• How does performance management fit into our strategy?
• What’s in it for me?
• How does it work?
• What are my responsibilities?
• How is performance management related to other initiatives? (p. 170).

The role of everyone involved is important and each of the stakeholders should be aware of the requirements of their role within the organization. Essentially, management is accountable for every issue that has to do with performance in their department or unit (Risher, 2011). The owner and directors at the center are responsible for turning business strategy into expected behavior and positive outcomes, managing staff, employing effective communication skills, rating performance reviews, helping employees create future development plans and so on.

The teachers and other workers are main participants of the performance management program and should be involved throughout the process. Their performance can help make the Discovery Point H a huge success or help in its demise. People tend to be more receptive when they comprehend what is being changed, why it is being changed, and how it benefits them. Allowing the employees to play an active role minimizes personal and cognitive biases and better ensures support for the system (Aguinis, 2013). Buy-in support gives the performance management program a better shot at succeeding.