Performance management is an organisation method to ensure team motivation and performance and is driven by extrinsic or financial rewards. To perform well, employees need to know what is expected of them. The starting point can often be something as a valid job description that describes the essential functions, tasks, and responsibilities. Naturally, performance expectations go beyond the job description. When you think about what you require from any project participant, you really got to think about a range of expected outcomes:
- What should the project produce?
- What impact will the project have on the organisation?
- How do you expect the people to act with clients, teammates, and management?
- What are the organisational values the project participants demonstrate?
- What are the processes, methods, or means the project is expected to use?
In discussing performance expectations any project participant should understand the expectations.
Very often, a project may lead with initiatives to ensure that motivation and performance is maintained. It is essential to maintain initial efficiency and effectiveness right throughout the life of the project team. To model and accomplish this task, why not something like the Expectancy theory, described very aptly by Porter and Lawler’s.
This expectancy model is a method of maintaining team efficiency and performance. The basis of the expectancy model is:
- Each team member assesses their needs and desires
- Team member efforts coupled with their perceived role and their complimentary skills are used to provide a level of performance that will complete the desired objectives.
- The project manager will be aware of the level of effort and performance and ensures that the intrinsic (a compliment) or extrinsic (pay increase) rewards are available.
- This ultimately results in team and individual satisfaction as the end results are compared with the team member’s initial desires in order to determine that they have been achieved.
From this model, the team members can guide their own needs and desires while still maintaining the completion of the project objectives.
This continually results in the team members performing to the optimum of their abilities to achieve their own needs while gaining rewards and satisfaction and still meeting project objective. Essentially, the following is proposed from the model in order to achieve the desired levels of performance and effectiveness:
- This is one such model for maintain team performance and is very much related to motivation through task ownership and then financial and non-financial rewards based on performance.Each team member can work towards their own goals while still meeting the objectives of the team.
- The skills and makeup of the team is a complimentary one. Each member contributes different qualities. Hence, each member can direct the project based on what qualities or roles that they are best suited to a particular task.
- The effort applied to the task results is the desired performance. Hence performance is rewarded both intrinsically and extrinsically.
- Job satisfaction is monitored.
Motivation through expectations is something that is simple but also allows effective communication of what is required from project participants and also how to measure it.