VIDEO CONTENT REVIEW VIDEO #1: How Do You Measure Success? By Simon Sinek (https://www.youtube.com/watch?v=nyqLJSclNb4) Erchel Suzanne P. Senadre BSMA 4B Email Address: senadree@gmail.com Carlos Hilado Memorial State College - Fortune Towne Campus Subject: Performance Management System (PERMAS) Date: November 23, 2021 Overview of the Video In this video, the speaker which is Simon Sinek explains about the standard metric an organization uses in assessing their employees’ success is somewhat to be are incomplete. Why should an organization focus on measuring the momentum of the employees in achieving the goals of the organization instead of the focusing only on the outcome. Also, he explains the difference between the performance and trust when it comes to work. Selected Segment for Discussion 00:05 - Standard Metrics 02:29 - Measuring Momentum 05:20 - Difference Between Performance and Trust Discussion of Segments 00:05 - Standard Metrics Every organization has a standard metrics to measure success that they have been using. Wherein this metrics only assess the performance, skills and talents of the employees. In the talk of Simon Sinek, he emphasize that the metrics each organization uses to measure success aren’t wrong but they’re just incomplete. He explains that an organization are just looking at the outward appearance of the employees. Although employees with high performance, skills and talents are important in an organization, they should also assess the behavior and attitude of their employees. 02:29 - Measuring Momentum In the video, Simon Sinek criticize the way companies or an organization gives reward. It is very common in every company to give the leaders or managers quota or target to reach within a certain period of time. This has always been a standard practice, where leaders or managers who reach the given quota or target will be rewarded regardless of the methods they use or whether they perform well or bad throughout the process of achieving it. While those leaders or managers who could not achieve the given target but performed slowly but grows in a stable manner aren’t been rewarded. Simon Sinek, insinuated that he would prefer to concentrate on the momentum or the process of how they achieve their goals. And with this thought, he propose to give the said reward to those managers who perform in a stable manner. It is important to see the momentum they built rather than basing it who achieve the goal with an up and down momentum. Growing in a stable momentum will help the company in its long run and could give more value while growing in an unstable momentum will be bad for the company. 05:20 - Difference Between Performance and Trust In this portion, Simon Sinek talks about the difference of performance and trust in a team. He explained by citing an example about the Navy SEALs, wherein they goes on an rigorous training to hone their skills and expertise. One of the things Simon Sinek learned from the SEALs is the use of the 2-axis matrix. The y-axis measures performance while the x-axis measures trust. He said that if you ask these SEALs who would they want to team up with, they would prefer a leader that may not be the top performer but is trustworthy. When it comes to business, the management should not just look how well an employee perform but as a manager, you should know if they are trustworthy. Trustworthy enough to do a task given to him/her, to show respect and honesty to others. If a company operates with trust, growth and success will be achievable. In addition, trust will help the team in executing and performing well in each operations, efficiently and effectively. Performance and Trust must go well together in order to create a high-performing team. Stakeholder’s Analysis Business Owners These insights from the video is significant to the business owners for the topics discussed will be helpful in managing the business well. The need to change the standard way they evaluate their employees and start to establish a team with skills, experience and expertise, and of course, a team founded on trust. Improve the performance of employees and building trust would help in balancing the company and keep toxicity away. Business Employees These insights would also be beneficial to business employees to keep them motivated and helps them propel to a greater heights. This change in evaluation matrix will help in giving proper credit to those employees who work efficiently and effectively in a stable manner. Community, Society/Government This will be significant for the community, society and government for if these changes were implemented in an organization, there will be a stable growth and it will help in increasing the economic growth of a country. Thus, there will be more job opportunities that will open up and a stable income for the community. Alignment to the Sustainable Development Goals The message of the video is somehow aligned to the number eighth sustainable development goals stated by the United Nations which is to have a decent work and economic growth. Where it aims to promote a sustained, inclusive and sustainable economic growth, to have a full and productive employment and provide decent work for all. Through developing the evaluation matrix an organization use, it will then be a big help in motivating and giving proper credit to the employees who work efficiently and effectively to achieve the goals of an organization. VIDEO #2: Performance Management Opportunities During COVID by Herman Aguinis (https://www.youtube.com/watch?v=V5G2b5oO-oE) Erchel Suzanne P. Senadre BSMA 4B Email Address: senadree@gmail.com Carlos Hilado Memorial State College - Fortune Towne Campus Subject: Performance Management System (PERMAS) Date: November 23, 2021 Overview of the Video The video is about the importance of performance review amidst COVID. Why performance review should still be conducted and how it will help in monitoring the employees’ improvement and performance. It also discusses the best practices an organization can use as an antidote for the problems arising from performance management. Selected Segment for Discussion 00:48 - Performance Management After COVID 01:28 - Performance Management as an Antidote 02:45 - Measures of Performance as Results Discussion of Segments 00:48 - Performance Management During and After COVID During pandemic, most companies said to abandon performance review and performance ratings. This must have been a bad idea for the organization may not have their basis or a document that can support their decisions in promoting and when aligning employees to a specific job that can help in achieving their future goals. Performance management should still continue despite there is a pandemic. Reviewing and rating employees is necessary especially that there is a limited interaction between employees that may cause biases within the organization. The organization should measure the performance of each employees fairly without any type of biases. 01:28 - Performance Management as an Antidote As Herman Aguinis stated, as a manager they have great opportunities for them to make a difference in the organization using the performance management. They should make sure that performance management does not change its meaning even though there is no money or pay increase involved. Performance management can help in developing and improving the career paths of the employees that may help the organization in the future. Asking for feedback should also be included in solving performance management issues. Knowing the thoughts of the employees will be helpful in monitoring the progress of the organization. Also, conducting a regular interview to each employees to know if they are being treated well and to avoid employees from resigning especially the ones on the top management. 02:45 - Measures of Performance as Results It is always a question that is it necessary to measure the performance of the employees in the results they achieve? Managers should base their evaluation not just only on the results an employee gets but on what he/she did or the process he/she gone through in order to achieve their goals. In implementing and designing the performance management systems, the organization should make sure that it is made with fairness and practical that can benefit the organization. Stakeholder’s Analysis Business Owners These insights were beneficial to the business owners for with the aid of this they may know the importance of performance management in an organization. How these performance review and performance ratings guides organizations in making decisions such as, promoting and job assigning. Business Employees This will be significant to business employees for they will have a way to monitor their performance in the organization and to know what they have to do to further improve their skills and widen their experience. Alignment to the Sustainable Development Goals The message of this video is aligned to the number eighth sustainable development goals of United Nations that insinuate to have a decent work and economic growth. Performance management plays an important role in keeping the organization sort works that is appropriate to each employees. It also benefits the organization to identify those employees who are worthy of promotion. Performance management also helps the employees in improving their career paths that will assist in the economic growth of an organization.
