Name : Rashmita Gohatre Roll No : 11

Performance planning helps role clarity

When employees know what is expected of them, which aspects of their jobs are most important, and how their performances will be evaluated, workgroups typically will have higher teamwork. Employee surveys show that if people are not clear about their roles and how they relate to each other in the group, effective teamwork may be difficult to achieve. Performance planning makes job expectations and performance measures clear. It includes both typical and exceptional circumstances a. As much as possible, managers focus on the goals for each person (or the group) rather than prescribing specific work methods. Allows the individuals who perform the tasks to suggest how those goals will be accomplished. In a recent survey, 86% of employees stated that they did not have a clear understanding of the responsibilities and/or duties required of their role or the expectations of their manager in fulfilling these responsibilities. With role clarity being a key driver to employee performance, it should not be surprising then that 64% of performance-related issues stem from the employees lack of understanding of the requirements of their role. Performance planning helps in making employees clear about their        Responsibilities and Goals Expected Completion Dates What level of performance is expected Criteria to be used to review and evaluate performance metrics/success indicators What development activities are expected That the Supervisor is invested in and willing to assist the employee to be successful How individual job responsibilities and goals relate to the goals of the work unit and the university

Effective job design & role clarity can improve performance at all levels within the organization

Research shows that engaged employees contribute substantially more to the success of the organization than employees who are disengaged. Engagement is determined by a number of factors including the extent to which the employee understands how his/her job relates to the mission/objectives of the organization and the extent to which the employee perceives the relationship with the supervisor as positive (meaning the supervisor treats the employee fairly, provides regular feedback and is interested in the employee s success and development)