Formal Discussions and Meetings contributing to PM(Performance Management)

Informal communication structures are the main stumbling block of an effective communication channel in most work places. This can also affect the promotion of effective policies of performance management, structures or memos have to be implemented that encourages formal meetings and discussions which assist a healthy culture of communication that impacts positively to the outcome of the whole organisation or company. Meetings can be conducted and discussions go underway with less influence from the unions, employees have to engage in amicable discussion on how they can best achieve the company goals or create a special day when employees take a few hours to discuss these issues.


Formal structures have proved to yield more and better quality results than informal ones, the reason being that people coordinate more in formally structured companies. Formal structures promotes a support system which builds a firm process other a  weakened one because there is high regard of discipline and respect. Therefore by giving employees ample time to air and discuss their woes, they are able to reflect, maintain or even better their own networks and still afford to make up for lost time. Managers as the tact force will have their jobs cut out for them minimising the queries that normally would cause havoc and chaos within a work place, increasing the level of projected results. Intellectual-practical measures are the ones that are discussed and reviewed before they are actually introduced on a trial basis.


Performance Management is normally underlined with work ethics and culture of the people within an organisation, however its depends on levels of responsibility and the businesses that people are conducting. Critically highlighting what to expect because motivational stages vary with the capacity of each team or a group of people, involving employees in the decision making process is of vital importance because it will give them the sense of belonging and importance. Quality of skill and information still has to be approved and analysed before anything is officially accepted. These are other ways of getting a better and effective Performance Management System.


The organisation's adoption of healthy practices, along with shifting community expectations, have changed what the organisations stands for and how it works. There has been a conscious shift in the team's focus from process to results and lines of accountability have become more complex. Within such complexity, an integrity framework with clearly articulated values becomes vital.