Performance execution involves employees striving to achieve agreed upon results and develop skills. Managers are responsible for creating motivating conditions, eliminating problems, and providing opportunities. It converts strategic objectives into results through motivation, counseling, training, coaching, and feedback alignment. Regular feedback ensures performance is monitored and adjusted, and that managers and employees agree on expectations. Motivation comes from recognition, accountability, and rewarding success. Counseling addresses issues impacting performance and helps with personal and career development. Training provides skills and coaching supports learning goals. Alignment requires shared understanding of goals throughout the organization.

1. Performance
Management Execution,
feedback system

2. Performance Execution

3. Performance Execution: Definition
Performance execution as the stage where employees strive to
produce the results and display the behavior agreed upon earlier as
well as to work on development needs. (Aguinis, 2013)
Performance Execution contains both managerial and individual
responsibilities. Manager are responsible for creating conditions that
motivate the employee, eliminating performance problems. Providing
development opportunities and reinforcing effective behavior.
(Grote, 2002)
Converts the strategic objectives into the results. The performance
measurement systems help managers assess, monitor, control and
revise the strategy. (Amit Kumar, 2013)

4. Explanation of performance execution
Process of getting
the job done by
achieving the
objectives and for
the appraiser must
create conditions
that motivate, and
confronting and
correcting any
performance
problems
Effective
performance
execution must
include a midterm
review to ensure that
performance is on
track
Progress of identified
goals and objectives
is important in
monitoring. It
enables to determine
the progress, identify
areas of strength and
weakness and make
any necessary
adjustments as well
as evaluate the
success of the results
and achievements of
an employee

5. In the performance execution stage, the following factors
must be present.
Aguinis (2013)

6. Responsibilities of
(Stanley, 2007)

7. Example Procter & Gamble management
model
Link to the career advancement and motivation to work.

8. Feedback and Alignment
Motivation and counseling
Training and Coaching
Components of Performance
Execution

9. Training: Definition
Training can be viewed as an investment in human capital that gives
employees unique knowledge, skill and abilities that only add value to
the firm, but also enables the performance of activities required to
achieved it organizational goals through having a positive effect on
business performance too ( Ubada Garcia, 2005)
Systematic development of competencies needed by employees to
perform their work. (Vkovic and miglic, 2006)
Training is a systematic process which helps people to learn how to be
more effective at work by modifying knowledge, skills or attitudes
through knowledge, skills or attributes through learning experience to
achieve effective performance. ( Buckley and Caple,2000)

10. Most of managers give training to their
employees for three main purposes which
are:
(1) To increase productivity or the performance
of employees.
(2) To achieve organizational goals.
(3) To invest in employees to succeed in the
unpredictable and turbulent business
environment.
Purposes of training
(Belcourt, Wright and Saks, 2000)

11. The organizational benefits of training
(Raymond, 2010)

12. Effective training
 Training requires an objective assessment of
training needs, a clearly defined policy, the
support of top management, the cooperation of
line managers, adequate finance and resources,
time, skilled staff and a
supporting appraisal system.
 It has to be a genuine commitment — from top
management and throughout all levels of the
organizations.
 Effective training or development depend on
knowing what is required- for the individual, the
department and the organization as a whole.
Cames, 2007

13. Coaching: Definition
A process of giving guidance, encouragement
and support to the learner. (Redshaw, 2000)
Process by which one individual, the coach,
creates enabling relationship with others to
make it easier for them to learns. (Mink,
1993)
Collaborative, on going process in which the
manager interacts with his or her employees
and take active role and interest in their
performance. (Aguinis, 2013)

14. Coaching Process

15. Coaching Functions
(Hotek,2002; Humphrey and Stokes, 2000).

16. Why Coaching is needed?
 Coaching has traditionally been perceived as a remedy for
poor performance and as an approach that links individual
effectiveness with organizational performance (HR Focus,
2001).
 Other scholars have incorporated the importance of
providing relevant learning opportunities so that improved
performance (Mink et al., 1993; Redshaw,2000).
 Aguinis (2013) states that “A system that involves
employee evaluations once a year without an ongoing effort
to provide feedback and coaching so that performance can
be improved is not a true performance management
system”.

17. Key Coaching Behaviors
(Aguinis, 2013)

18. Four guiding principles that provide a good framework for
understanding successful coaching
Aguinis (2013)

19. Components of Performance
Execution:
2.Motivation and counseling

20. Motivation: Definition
Motivation is a value based, psycho-
biologically stimulus-driven inner
urge that activates and guides
human behavior in response to self,
other and environment, supporting
intrinsic satisfaction and leading to
the intentional fulfillment of basic
human drives, perceived needs and
desire goals. (Moody and
Pesut,2005)

21. Mujtaba (2008) highlights that a true performance management
system makes the following contributions with regard to employee
performance, morale and organization:

22. Guidelines for supervisor accordingly to Grote (2002),
there are six techniques that can have a “predictable
effect on increasing an individuals motivation”:

23. How motivation impact on performance?
Employee motivation impacts organizational
performance by turning work beyond their
normal expectations.
They are always on the lookout for opportunities
that will bring them to the attainment of
whatever goal they have set for themselves.
They unleash their energy and look at their work
as a key to realization of their desired
aspirations.
(Crane, 2002)

24. How to keep them motivated?
 Make sure employees are familiar with the goals of the
organization. Do not allow room for misunderstandings. Take the time to sit with
them and share the goals. Allow the employees to ask questions.
 Lead by example. Be involved in working with employees to execute the goals
of the organization. In addition, be willing to listen to the recommendations of
employees. Allowing them to be involved in the goal-making process will spark
enthusiasm.
 Hold employees accountable. Once an employee understands his or her part
in meeting organizational goals, he must be held accountable for meeting
measurable targets. The best way to do this is to set deadlines and specific targets,
and make employees aware of their importance.
 Reward employees for success. If well-motivated employees' efforts have
contributed to the success of the business, they should be rewarded. Rewards will
vary depending on the size and financial means of a business. However, make sure
that they are given something that shows genuine recognition.

25. Counseling: Definition
Counseling generally addresses the employees emotional
state, the causes of personal crises and problems and
involves short term interventions designed to remedy
problem that interfere with the employees job performance.
(Burdett, 1998)
Counseling is a service to help. A learning process when an
individual is learning about himself, about the personal
relationship and behavior that can promote the
development itself. (Carl Rogers, 1942)
Counseling is a systematic process of helping knowledge
based on psychological principles and carried out by a
professional counselor towards helping clients to
understand himself and environment, thus be able to make
decision solve the problem and adapt itself well during its
lifetime. (Rosmala, 2005)

26. Counseling Functions
 To create job satisfaction
 Improve performance in the organization
 Help employees avoid the fall in personal
problems, family, colleagues and interpersonal
relationships
 Help employees in improving their personal
development to achieve productivity and quality
of productive work.
(Spector, 2003)

27. Guidelines of key elements in one on one to
ensure a great session:

28. Effective counseling
 Establish a one-on-one counseling and feedback system. Each manager should meet
with employees on an individual basis and devise a personal plan for goal
achievement. Provide praise for good performance and seek feedback about how the
employee can achieve her individualized goals.
 Develop ideas for employee awards and recognition. Employees who receive
recognition get a sense that the company appreciates their hard work. Of course,
company promotions and raises can motivate workers. However, inexpensive
alternatives like an "Employee of the Month" award can promote higher employee
morale and motivation. Award dinners and small gifts can also foster a feeling of
appreciation.
 Run prize contests for employees. Announce the prize and rules before the contest
begins. An employee performance contest is ideal for sales teams. Publicize the
contest standings throughout the contest. This will motivate employees near the top
to work even harder to take over the lead.
 Have upper management meet face to face with employees to praise and encourage
their hard work. Establishing face-to-face communications gives employees a sense
that the management appreciates them. This fosters stronger employee morale and
an environment of team building.

29. This type of manager or employee meeting helps foster communication as well as
aid in the development and strengthening of relationships within the organization.
Regularly scheduled one on ones promote
1) Opportunities to uncover methods for improvement
2) Reinforce good behaviors
3) Remove obstacles that may hinder performance
4) Support and strengthen accomplishments.
And it is with advanced planning that one on ones will be more effective.
“one on ones” Meeting

30. Components of Performance
Execution:
3. Feedback and Alignment

31. Feedback: Definition
Feedback is conceptualized as information provided by an agent(eg: teacher,
peer, parent, self experience) regarding aspects of one’s performance or
understanding . Feedback thus is a consequences of performance. (Hattie and
timperley, 2007)
Feedback provide a roadmap to success which can be used to motivate,
support, direct, correct and regulate work efforts and outcomes to ensure
manager and employees are in agreement on the standards and expectations
of the work to be performed. (Lee, 2006)
Information about past behavior that is given with the goal of improving
future performance (Aguinis, 2013)
Information in which a learner can confirm, add to, overwrite, or restructure
information in memory, whether that information is domain knowledge,
meta-cognitive knowledge, beliefs about self and tasks or cognitive tactics
and strategies. (Wine and Butler, 1994)
Information about past behavior or knowledge of results presented to be the
individual who has performed. (Jones, 2007)

32. Feedback should promote reflection and self
review and be developmental. To be effective
the process should:
• Be a dialogue which invites the views of the practitioner recognize
achievement
• Provide constructive comments
• Be based upon sufficient evidence
• Identify areas for development
• Give clear, unambiguous, even uncomfortable messages if required
(Lee, 2006)

33.  Peter McLaughlin (2007) declared “...feedback
conversations are essential. They force you to face reality,
confront the problems that are causing your team to under-
perform, and rise out of the swampland to a higher level of
productivity – and a more enjoyable work environment.”
 McLaughlin gives seven tips on how to make feedback
effective:
 Ask permission to give feedback,
 Set a tone of energy and optimism,
 Focus on specifics
 Show appreciation and say thank you
 Confront non-performance
 Remember it’s a dialogue, not a monologue, and
 Encourage and energize

34. Feedback and performance
 Regular dialogue between a supervisor and an employee about work performance
can have a positive impact toward improving both work performance as well as
employee morale (Ritter et al.,2002)
 Immediate feedback provides the employee informal performance information while
directing future performance behavior. These informal sessions allow a continuous
channel of communication which is used to manage, regulate and improve employee
performance.
 Feedback can become a more effective part of the reviewing process by simply
moving forward, embracing change and looking into the future. Supervisors should
talk specifically about how employees need to improve rather than blaming, thus
giving goals of continuous improvement for the employee to work towards.
 When giving feedback it is the manager’s responsibility to set up the meeting in such
away that sets the employee at ease. Also, managers should remain free from
distractions and able to listen.
 Listening promotes calmness in the other person allowing the employee to be more
receptive and open to the feedback that is being offered. Open ended questions are
helpful in maintaining the right structure for the conversation. “The true benefit of
feedback comes from creating opportunities for continuous growth, learning and
improvement…on both sides” (Gunnet al., 2005)

35. Alignment: Definition
Alignment requires a shared understanding of
organizational goals and objectives by manager at various
levels and within various unit of the organizational
hierarchy. A firm ability to seek and maintain a
competitive advantage rest on its ability to acquire and
deploy resources that are coherent with the organization
competitive needs. (Porter, 1996)
Alignment is where everyone understand the strategy,
buys into it, know how to make a real contribution and
strives to make a contribution to its realization. (Khadem,
2008)

36. The understanding of an agreement with vision, values and
strategy. Competent, creative and determined people often
do not buy into what they have not invented themselves.
They have to be convinced of the value of what was
invented elsewhere, and that is the first challenge in
establishing total alignment.
Solution: executives should take as much time as
necessary to involve people in formulating vision, values,
and strategy. Involvement produces ownership and
understanding, the key to uniting divergent corporate
cultures.
Challenge in alignment:
(Khadem, 2008)

37. Company Example of Goal Alignment Best Practices: Seagate
Seagate was facing three major challenges. First, function and geographic silos created duplicated and
conflicting goals which eventually led to inefficient resource utilization. Second, disconnect between
employees and the organizational objective was causing major misalignment. Third, the current process
created static goals that were insensitive to external changes. To combat those challenges Seagate crated a
new approach to goal alignment.
“Collective Assessment of Executive Goals” – during March, the CEO and EVPs discuss the organization
mission and vision and set annual goals. In April, the SVPs construct an understanding of the organizational
direction and create personal goals based on annual goals. In May, SVPs attend a Goal Alignment Workshop
where individual goals are revisited and evaluated. The model followed by the workshop includes Goals
Posting and Voting, Goals Evaluation, Goals Refinement and Evaluation and Goals Presentation. By early
May SVPs’ goals should be available online.
“Phased Rollout” – between late June and early July, VP-level employees and above attend a Goal
Alignment Workshop to analyze corporate and executive level goals. Then VP-level individual goals,
measures and targets are created and entered online. In July, directors create individual goals based on VPs
direction. During August, the remainder of the hierarchy should have their goals and measures created and
recorded in the online system.
“Transparency” – the system enables upwards and downwards goal visibility to improve and maintain
alignment.
“Preventing Goal Dilution” – the company provides accessible support such as Suggested Goal- Setting
Team Meeting Agenda, Goal-Setting Process E-Learning and Customized Calendar for Key HR Dates to
mitigate the risks of diluting goals as they cascade down the hierarchy.
“Others” – the system provides adjustment mechanism to increase external changes sensitivity.
Those adjustments are visible to the employee manager, peer and direct report to prevent misuse. The
system also provides on-demand reports that can be utilized in periodic review meetings and performance
evaluations.

38. Conclusion
Performance execution is an important stage in
the performance management. Execution
process converts the strategic objectives into
the results. Bringing the oganization to achieve
competitive advantage.