Employee Performance of Liyasara

Employees must know what they need to do to perform their job successfully. Setting performance expectations and goals for individuals and groups to channel their efforts towards achieving organizational objectives. 

Getting employees involved in the planning process helps them understand the goals of the organization, what needs to be done, why it needs to be done and how well it should be done, Terrington. Performance expectations need to be understood and where possible,
to involve the contribution from the employees as Terrington puts it. Williams , argues that as individuals cannot always control their results, it's important to have behavioral targets as well as output targets. It is recommended that there is a personal development plan which would again underpin the achievement of objectives. 

Price states that managing employee performance every day is the key to an effective performance management system. Setting goals, making sure expectations are clear and providing frequent feedback helps people perform most effectively. Goal setting involves managers and subordinates jointly establishing and clarifying employees' goals. It affects performance through influencing what people think and do by focusing their behavior in the direction of goals, energize behavior, motivate people to put forth the effort to reach difficult goals that are expected and clarifies duties and responsibilities. 

Participation convinces employees that the goals are achievable and can increase motivation and performance, Cummings and Worley. Clear performance expectations are a critical factor in teamwork success, whether your goal is to develop a project team, your departmental team, or a sense of teamwork company-wide, clear performance expectations support teamwork success. Use clear performance expectations to help employees develop accountable, productive, meaningful, participatory teamwork, Armstrong.