Question.4153 - Topic 5 DQ 1 Employee A continues to do well in the job and is looking at an opportunity for a promotion. What steps can the manager take to ensure the employee is ready for the promotion? Conversely, Employee B is not doing well in the job (showing up late, not completing work on time, on the telephone rather than working, etc.). What steps can the manager take to aid the employee to successfully perform the job? Provide an explanation for your response. Support your response with APA-cited references.
Answer Below:
The manager should concentrate on a few crucial actions that build on Employee A's strengths and fill in any possible holes in their preparedness for a higher-level position in order to get them ready for a promotion. To guarantee ongoing motivation and confidence, the manager should first acknowledge Employee A's achievements and offer constructive criticism. It is essential to have a clear conversation about the particular qualifications needed for the promotion as well as any abilities or competencies the worker has to acquire. To improve the employee's skills and get them ready for the new duties, the manager can also provide training and development opportunities, such mentorship programs or leadership courses. Regular check-ins will help gauge Employee A’s readiness and commitment (Sahakoski, 2024). The manager should, however, put in place a performance improvement plan (PIP) that explains expectations and areas for progress for Employee B, who is having difficulties in their current position. Measurable objectives including productivity, attentiveness throughout working hours, and timeliness should serve as the foundation of this strategy. In order to address particular shortcomings, such time management or prioritizing abilities, the manager should also offer focused training. Regular feedback and support from the management are essential, as is open communication. Additionally, the manager may offer access to employee help programs or talk about flexible work schedules if personal matters are affecting performance (Chatterjee et al., 2022). The manager may assist Employee B perform better and feel more confident by actively engaging with them and providing them with supportive and constructive criticism. References Chatterjee, S., Chaudhuri, R., & Vrontis, D. (2022). Does remote work flexibility enhance organization performance? Moderating role of organization policy and top management support. Journal of Business Research, 139, 1501-1512. Sahakoski, A. (2024). Performance management: a case study, helping supervisors to improve their performance management.More Articles From Management
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