When dealing with poorly implemented performance management systems of PMS, it has negative effects on the performance and behavior of employees. One of the main imperatives is ensuring that the outputs of employees are compatible with important organizational goals. Such systems provide companies with the necessary information on if the work-integrated leaning skills of workers are compatible with their targets.
For Foodbuy, a poorly implemented system of this kind failed to motivate employees, and the lack of their job satisfaction had a negative impact on their self-esteem, outputs, and productivity levels. When this system is poorly implemented, other areas also function improperly. The main source of this problem is that the upper management of Foodbuy implemented the so-called forced distribution performance management system trying to solve their internal performance issues and remain competitive in this market.
The key purpose of their newly enforced system was aligning all employees with the new strategic goals of this company. Besides, these changes were needed because of different systems to measure this performance and they required a more uniform global plan. Most managers of this company understood the importance of creating a more uniform global plan to consolidate their goal settings, development into only one system, and performance appraisal.
On the contrary, some people opposed this hasty implementation process, and senior managers shared this new system in one email to all of their employees. It was important for Foodbuy to stay competitive in this industry and handle their new strategic goals, the main vision of achieving this goal wasn’t clear. What went wrong? People should research the poor implementation process of this company and valuable recommendations of how to avoid making hasty and poor decisions in company management.
In conclusion, there are some poorly implemented and rushed decisions that overlapped between old and new systems. The main problem was the lack of workers’ participation in this process and its effectiveness. The newly implemented system of Foodbuy didn’t include any team building and goal setting, unlike its old systems, so it should be further explored before its wide use, but the company lacked careful implementation and consideration.
When dealing with poorly implemented performance management systems of PMS, it has negative effects on the performance and behavior of employees. One of the main imperatives is ensuring that the outputs of employees are compatible with important organizational goals.