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Basic Uc2 Lo 3 Set Performance Expectation For Team Members

This information sheet outlines the importance of setting performance expectations for employees, which include understanding job responsibilities and the behaviors required for success. It emphasizes the role of policies and procedures in providing clarity and structure within the workplace, ensuring employees know what is expected of them. Additionally, it provides guidance on developing effective policies and procedures to enhance organizational efficiency and compliance.

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josephcruz091998
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25 views3 pages

Basic Uc2 Lo 3 Set Performance Expectation For Team Members

This information sheet outlines the importance of setting performance expectations for employees, which include understanding job responsibilities and the behaviors required for success. It emphasizes the role of policies and procedures in providing clarity and structure within the workplace, ensuring employees know what is expected of them. Additionally, it provides guidance on developing effective policies and procedures to enhance organizational efficiency and compliance.

Uploaded by

josephcruz091998
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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INFORMATION SHEET 2.

3-1
LO 3: SET PERFORMANCE EXPECTATION FOR TEAM MEMBERS

LEARNING OBJECTIVES:

After reading this INFORNATION SHEET, you must able to:

1. Identify setting individual performance target/expectation


2. Interpret the Employee policies and procedures
3. Understanding the actions and behaviors that employees can use to
perform the job

Performance Expectations = Results + Actions & Behaviors

To perform well, employees need to know what is expected of them. The


starting point is an up-to-date job description that describes the essential
functions, tasks, and responsibilities of the job. It also outlines the general
areas of knowledge and skills required of the employee an employee to be
successful in the job.
Performance expectations go beyond the job description. When you think about
high quality on-the-job performance, you are really thinking about a range of
expected job outcomes, such as

• What goods and services should the job produce?


• What impact should the work have on the organization?
• How do you expect the employee to act with clients, colleagues, and
supervisors?
• What are the organizational values the employee must demonstrate?
• What are the processes, methods, or means the employee is expected to
use?

In discussing performance expectations an employee should understand why


the job exists, where it fits in the organization, and how the job's
responsibilities link to organization and department objectives. The range of
performance expectations can be broad but can generally be broken into two
categories:

• Results (The goods and services produced by an employee often


measured by objectives or standards)
• Actions & Behaviors (The methods and means used to make a product
and the behaviors and values demonstrated during the process. Actions
and Behaviors can be measured through performance dimensions.)

Performance expectations serve as a foundation for communicating about


performance throughout the year. They also serve as the basis for reviewing
employee performance. When you and an employee set clear expectations
about the results that must be achieved and the methods or approaches
needed to achieve them, you establish a path for success.
Policies and Procedures in the Workplace

Policies and procedures go hand-in-hand but are not interchangeable.

A policy is a set of general guidelines that outline the organization’s plan for
tackling an issue. Policies communicate the connection between the
organization’s vision and values and its day-to-day operations.

A procedure explains a specific action plan for carrying out a policy. Procedures
tells employees how to deal with a situation and when.

Using policies and procedures together gives employees a well-rounded view of


their workplace. They know the type of culture that the organization is striving
for, what behavior is expected of them and how to achieve both of these.

The Importance of Policies and Procedures

Regardless of your organization’s size, developing formal policies and


procedures can make it run much more smoothly and efficiently. They
communicate the values and vision of the organization, ensuring employees
understand exactly what is expected of them in certain situations.

Because both individual and team responsibilities are clearly documented,


there is no need for trial-and-error or micromanaging. Upon reading the
workplace policies and procedures, employees should clearly understand how
to approach their jobs.

Formal policies and procedures save time and stress when handling HR issues.
The absence of written policies results in unnecessary time and effort spent
trying to agree on a course of action. With strict guidelines already in place,
employees simply have to follow the procedures and managers just have to
enforce the policies.

Implementing these documents also improves the way an organization looks


from the outside. Formal policies and procedures help to ensure your company
complies with relevant regulations. They also demonstrate that organizations
are efficient, professional and stable. This can lead to stronger business
relationships and a better public reputation.

How to Develop Policies and Procedures in the Workplace

When creating a policy or procedure for your workplace, start by reviewing the
mission statement, vision and values. According to the New South Wales
Government Industrial Relations, “a workplace policy should:

• set out the aim of the policy


• explain why the policy was developed
• list who the policy applies to
• set out what is acceptable or unacceptable behavior
• set out the consequences of not complying with the policy
• provide a date when the policy was developed or updated”
Once you implement your policies and procedures, the next step is to inform
and train employees on them. You can’t expect employees to follow guidelines if
they aren’t aware of them. Be sure to schedule regular refresher training
sessions, too, to keep employees on track.

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