Work Performance - Action Issues
Work Performance assesses the strength of an organization's focus on the following Action Issues:
Action Issues #25
Employees receive constructive, job-related feedback.
DESCRIPTION:
Managers often find giving feedback to employees difficult. The issue looks at their effectiveness in this area. Employees who receive helpful feed back often make improvements and perform better. Employees whose poor work habits are not pointed out carry on unimproved.
A good score for this issue is an indication of how effective the feedback given to employees is. Another score to watch improve over time as supervisors become more skilled.
Action Issues #25
The organization recognizes good work performance.
DESCRIPTION:
Recognition for good work is a known motivator for all employees. In some situations recognition can be more prized by employees than rewards. This action issue seeks to measure how effective the company is at recognizing good day to day performance. The employee of the month schemes are designed to achieve this but often it is the informal recognition that is as effective a motivator as the formal scheme.
A high score for this set of questions suggests managers throughout the company are skilled at finding some doing something right and making a point of recognizing them.
Action Issues #27
The organization rewards good work performance.
DESCRIPTION:
Rewards can be a tangible component of recognition. These can be formal or informal and are all designed to motivate employees to continue to seek high standards in their work. The higher score for these questions reflects on the link employees can make between the work they have done and the reward they receive. These can be as small as a local shopping voucher to a cash sum. Often a failure to make the link between the action and the reward creates confusion and can result in a lower score for this action issue.
Work Systems Associates Canada 