wgu C235 Task 2

C235 Task 2 Setting expectations is a way for an organization to attain specific performance outcomes. Expectations are set based on the organization’s mission and competitive strategy and it is essential to understand the connection between their personal work and the success of the whole organization. This connection creates employee motivation and commitment. Performance standards are used for construction laborers because they refer to operation aspects such as production, safety and attendance and are expressed quantitatively. Performance goals are used for construction supervisors because they are challenging, achieved within a certain time frame and they are achievable. Supervisors engage in goal related ever-changing project and planning work where laborers have routine and repetitive tasks. Characteristics of employee performance expectations that conform to best practices would be that employees should have clearly stated and specific performance expectations that can be measured. Managers should know how to measure the goals in order to meet the standards set forth. Also, managers should understand and be able to help employees understand how those goals impact the company and ultimately effect the company’s success. This study source was downloaded by from CourseH on 11-28-2022 12:38:31 GMT -06:00 Observing employee performance regularly is critical when thinking about best practices for performance management of roofing supervisors. A best practice in observing would be to ask questions about observations to made to clear up any personal bias and prevent overlooking critical data and to make notes throughout the observation process. Observations should be done monthly instead of once a year. A policy best practice for observing employees would be creating a basic list of criteria that is to be observed in order to have a routine observation for all employees including factors such as attitude, reliability, consistency, safety and performance. It is also a best practice for the employee to self-assess on the same aspects. A difference between the self-assessment and the supervisor’s assessment may show a misunderstanding in what’s expected. Coaching is essential to provide positive reinforcement to the employee. A benefit of coaching is that it is very effective if done right. Coaching enables a supervisor to clarify any information or policies that maybe misunderstood and shows that the supervisor empathizes and understands what the employee may be experiencing and is able to offer guidance on how to improve. Most importantly, coaching builds trust, support and confidentiality between supervisors and employees. A best practice policy for coaching would be that it is done regularly, not just when it comes time to assess the employee. During coaching sessions, it is important that Managers and Supervisors set attainable goals with the employee. During the assessment process, it will be evident whether the employee has reached the goals set forth. The goals also help clarify exactly what type of performance is expected from the employee. This study source was downloaded by from CourseH on 11-28-2022 12:38:31 GMT -06:00 Giving both positive and negative feedback is a critical skill. Some best practices for giving feedback is to ensure the feedback given is useful for the employee. All points made during the feedback process must be specific and explain exactly what was done right or wrong, why it matters and how to improve or what to stay consistent on. Feedback must be relational to the organization’s desired outcomes and success. It is critical to remain empathetic to the receiver’s emotional reactions and to keep all feedback constructive, ensure the team member is valued as a person, and to encourage them. A best practice policy for giving feedback would be to document when feedback is given and what that feedback was given for, whether good or bad. The documentation can be used during the production assessment of this employee.