BUS FPX 3040 Assessment 2 Performance Management and Training
Performance Management and Training
The organization for which performance management and training are being researched is a famous healthcare organization called the Mayo Clinic, which has locations across the United States but is based in Minnesota. It is a nonprofit research group and medical practice. Regarding performance management, Mayo Clinic has developed a Performance Management System (PMS) program. This is to ensure that the employees are provided with coaching and feedback, ensuring that all the practices are aligned with the organization’s mission and goals. For training, there is leadership development, clinical education, and new employee orientation (Comfere et al., 2020).
BUS FPX 3040 Assessment 2 Performance Management and Training
Performance Management System Currently in Place & Its Communication
The performance management system currently in Mayo Clinic is effective as it ensures that all the employees’ performances align with the organization’s mission and values. It offers development opportunities for the staff to improve their skills with ongoing coaching and feedback. The critical aspect of this PMS is the planning of the performance, review of the performance, and performance coaching.
Performance planning helps the organization set goals and objectives for the employees, so they stay motivated and are clear on their responsibilities. This planning helps identify the gaps in the employees’ performance or knowledge so they can be addressed. Performance reviews allow constant audits to be done to evaluate performances. This helps them provide feedback to improve the gaps or keep the areas of strength consistent. Performance coaching is a collaborative effort between the managers and the staff members to identify areas of improvement together and develop strategies to address them (Mayo Clinic, n.d.). Unlike other organizations where you wait for an annual performance review, Mayo Clinic has emphasized the importance of coaching and feedback throughout the year.
Mayo Clinic has a succession management process which is a strategic process to ensure the development of well-prepared leaders and talent across the organization. Mayo Clinic’s succession management process includes identity, assessment, and development (Engler, 2020). The identity stage helps recognize the organization’s critical role that requires skill sets that are important for the organization to succeed. The next assessment step in Mayo Clinic helps guide the discussion using a tool to talk about who is ready now, who is the emerging talent, who is the future watch, and who is in the early pipeline (Engler, 2020). The vital part of the assessment stage is the calibration meeting, a broader discussion with the leadership team. The development stage is to determine the needs of the individuals related to development. This focuses on the individuals that are recognized as emerging talent. This step gives the succession process a strategic function (Engler, 2020).
The Mayo Clinic communicates its performance management system to employees through various channels. Firstly, during the onboarding process, new employees are provided with an overview of the organization’s mission, values, and expectations for performance. They are also informed about the performance planning, review, and coaching process and how it aligns with the organization’s goals. Additionally, managers are responsible for communicating performance expectations and coaching employees throughout the year. They are encouraged to have regular check-ins with their team members to discuss progress toward goals, provide feedback, and identify areas for improvement.
Mayo Clinic communicates its performance management system to employees through its “Performance Management Guidebook,” which is available on its website. This guidebook provides a comprehensive overview of the performance management process, including goal setting, performance reviews, coaching, and development. It also includes templates and tools for employees to use throughout the process, such as goal-setting worksheets and coaching conversation guides. The guidebook is accessible to all employees and is regularly updated to reflect any changes in the performance management process.
Analyzing Current Performance Management System
The current performance management system at Mayo Clinic is effective as it ensures it aligns with the organization’s mission and goals, so all employees work towards a common goal. This system provides continuous improvement with a constant coaching and feedback system. There are opportunities to learn and develop with this performance management system as employees are given space to learn new skills and keep on identifying areas of improvement. According to research, Mayo Clinic understands the importance of leadership roles as it is highly correlated with employee satisfaction and engagement, which is vital for effective performance. With leadership, there is a desire to pursue excellence, promote fairness, and empower employees (Kang et al., 2020).
While the Mayo Clinic’s performance management system is effective, there are opportunities to make improvements that align with a more holistic approach to performance management. The current model places a strong emphasis on individual performance, but there is a need to integrate team and organizational performance into the process (Engler, 2020).
One potential area of improvement could be to incorporate a team-based approach to goal-setting and performance evaluation. This would involve setting team goals that align with the organization’s objectives and evaluating team performance based on how well those goals were met. This approach can help to foster collaboration, accountability, and a shared sense of purpose among team members (Kang et al., 2020).
Furthermore, there may be opportunities to incorporate more real-time feedback into the performance management process. This would involve providing feedback to employees on a regular basis rather than waiting for formal performance reviews. Real-time feedback can help to foster continuous improvement and create a culture of learning within the organization.
Formal & Informal Performance Feedback
Formal performance feedback is more structured and planned, taking place regularly. Formal performance feedback usually has standardized criteria and procedures to evaluate the performance of the employees. It is also documented as being attached to compensation decisions and career development plans, making it easier to analyze (SGEi, 2022). Formal performance feedback focuses on objectives that only align organization’s goals. It mainly focuses on the strengths and weaknesses of the employees.
BUS FPX 3040 Assessment 2 Performance Management and Training
Informal performance feedback can happen anywhere or anytime, including conversations between employees, managers, colleagues, and team members. It needs to be documented more formally and can cover several topics, unlike formal, which only focuses on objectives that align with the organization’s mission. (SGEi, 2022) Informal allows quick correction and increases the comfort level among employees, but there needs to be more documentation. Organizations use both types of feedback to foster the necessary communication.
Possible process improvements for the Mayo Clinic’s performance management system could include incorporating a more team-based approach to goal-setting and performance evaluation, including setting team goals that align with the organization’s objectives and evaluating team performance based on how well those goals were met. In addition, Mayo Clinic should integrate more holistic approaches to performance management that align individual, team and organizational performance with the organization’s mission and strategy.
Best Practices to Improve Employee Performance
Improving employee performance is critical for every organization and the primary goal. The best practice that can be adopted to improve employee performance is being transparent with effective communication and collaboration. This will help establish a clear set of goals and responsibilities for the employees. Regular feedback must help the employees stay alerted if they are on track. The organization must also foster a safe and positive work environment for the employees; There must be rewards for motivation, open communication, respect, and empathy towards and among employees.
The employees must be provided with adequate resources to perform their responsibilities effectively. These resources can be in terms of finances, technology, time, and other staff members to avoid an overload of work. There must be ongoing training and development for employees. Hence, they always have the opportunity to enhance their skills and stay up to date with any updates or evidence-based practices. According to the literature, leadership motivation is also crucial in improving employee performance and satisfaction (Paais & Pattiruhu, 2020).
Importance of Training
Training is essential for the organization’s performance management system to help meet its goals. Providing training to the employees motivates them and makes them understand that the organization wants to invest in them to acquire new skills. This increases their engagement, allows them to succeed, and leads to higher levels Training employees helps them enhance their knowledge and skills to effectively utilize the resources provided to them to meet the organizational goals.
By investing in enhancing the knowledge of employees, organizations ensure that their employees are up to date with the handling of newer technologies and have new skills so they can be adapted to different changes that might occur in the organization. Not only is the employee performance improved, but the organization also performs better. The turnover rates of employees are decreased as they are more aware of their responsibilities and are provided with opportunities for career growth. According to the literature, training employees allows them to perform better for a more productive organization. The response rate of employees was increased by 35% with training (London Business Training & Consulting, 2021)
Protection from Litigation
Training employees ensure that they know all the organizational policies and regulations. This helps them perform their job better and protects the organization from litigation. Training ensures that the employees know all the laws and policies, which makes them better adhere to them, increasing their compliance. Performance management helps regulate feedback and set goals, allowing documentation of employee performance.
Training and performance management helps improve communication between employees and managers. This leads to a better understanding and compliance with policies. Training reduces the risk of any misunderstandings. It also helps employees better implement the policies as they are more aware of them. There is increased transparency which allows the employees to discuss their concerns or bring any issues to light so they can be resolved. All the documentation must be in legible writing and must be reviewed thoroughly.
Conclusion
Training and performance management helps prevent litigations, improve communication, be aware of policies, and perform their jobs more effectively. Mayo Clinic has an effective performance management system with constant planning and coaching to ensure employee performance aligns with the organization’s goals.
BUS FPX 3040 Assessment 2 Performance Management and Training
References
Comfere, N. I., Matulis, J. C., & O’Horo, J. C. (2020). Quality improvement and healthcare: the mayo clinic quality academy experience. Journal of Clinical Tuberculosis and Other Mycobacterial Diseases, p. 20, https://doi.org/10.1016/j.jctube.2020.100170
Engler, N. (2020). Succession management: An essential strategy for organizational success. https://www.mgma.com/resources/business-strategy/succession-management-an-essential-strategy-for-o
Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D., Beliles, G., & Matti, L. K. (2020). Relationships among organizational values, employee engagement, and patient satisfaction in an academic medical center. Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 4(1), 8–20. https://doi.org/10.1016/j.mayocpiqo.2019.08.001
London Business Training & Consulting. (2021). The Importance of Training Employees in Performance Management. London Business Training & Consulting. https://www.lbtc.co.uk/business-management-training-blog/the-importance-of-training-employees-in-performance-management/
Mayo Clinic. (n.d.). Learning and Development Get Set. . . #WeAreMayoClinic. https://connect.employees.mayo.edu/. https://connect.employees.mayo.edu/page/learning-and-development/tab/get-set-1/
Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics, and Business, 7(8), 577–588. https://doi.org/10.13106/jafeb.2020.vol7.no8.577
SGEi. (2022, March 4). Effective Coaching: Delivering Informal and Formal Feedback to Drive Peak Performance. https://sgeinternational.com/effective-coaching-delivering-informal-and-formal-feedback-to-drive-peak-performance/
