Performance management enables in decision making of both the employees and the management and with decision making comes control. In more cases than not, employees leave their workplaces and search for other organizations and companies to work for. This is not because they have no benefits and large salaries but because they large the decision making abilities as well as control over their decisions and career future growth. This is one of the greatest things that Google Inc. learnt and made its purpose to give to their employees in order to keep them in the organization (Daniels & Bailey, 2014).
Another technique linked to decision making performance management for Google Inc. is the aspect of having different managers from different departments come together and assess the performance of their employees. This not only gives the managers increased decision making and control abilities but also ensures that the performance reviews for the different employees are not affected by biasness and they are as fair as possible. When both the employers and the employees are satisfied with their performance reviews being done fairly, they are bound to work even harder as they are sure that their performance will be graded according to their hard work and no other unjust and biased qualities.
The ability to make decisions by managers has made these employees much more comfortable and satisfied in their job as well as gains a sense of ownership. When employees acquire a sense of ownership in the organization, they are able to make each and every decision correctly and minding the effects it may have to not only them but the rest of the people in the organization (Harvard Business School Press, 2013).
As mentioned above, performance management is not only about planning and monitoring but also reviewing the performance of the employees in a company. The most effective of the performance management takes place with constant communication and feedback from both the management and employees.
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