The employee performance management is a term which designates the strategies that a company undertakes to ensure that employees work within the guides of the enterprise’s objectives and goals. Coupon initiates the same in its activities by making sure that every employee remains true to his or her duties. The fundamental reason for employee performance management in the company is due to its vehement growth that has seen the company having many outlets including China and other parts of the world. In fact, being that most of its activities take place online, it becomes inherent to maintain good performance by putting enough plans to ensure ethics and real values in the way its property and services reach to the clients. When it was started in 2008, the leaders were very positive in its growth. Later, its popularity attracted many employees. However, the life-threatening case was taking place as reported by the employees of the company (Hughes and Chantal 921). Besides, it has a working website where all the information is contained. It also allows for interactivity by taking customers comments from the web page. Additionally, the company ensures frequent updates on their web page so that any new information is reached to the public. Their story and background information are captured in the media where individuals can log in and read it.
Moreover, the employ performance management is determined the best administration that the company directs to make the business understand how to influence its goals and objectives. This requires excellent communication and relationship between the employer and the workers. Furthermore, it is true that the big number of workmanship that the company has made it very hard to conduct good communications with employees. The top leadership consisted (White 30) believes that having good employees is a better point of scaling the business higher for competitive advantage. The company has been having the poor relationship with workers. This can be due the big number which would be poor routine regarding employee performance management.
On the other hand, the company believes in the annual general meeting where every individual is evaluated regarding what he; or she helped the company to achieve. It encourages diversity of characters and talents and ensures that the firm staffs perform at their level best. This was real when the organization decided to hire COO who was initially working in Yahoo Company to help escalate the company’s agendas. In fact, bringing COO in the group made the company realize robust growth. Therefore, it is important to mention that the company had a visionary leadership that concerns the future progress and development. Furthermore, employees have a wide array of opportunities to interact with each other to channel the activities of the organization (White 33).
The company under the leadership of Mason maintain to exercise a unique leadership style. His focus is the employees and the clients. In fact, he believes that employees must work with the company management to meet the tastes and preference of the people they serve. That remains the reason why Mason says that he believes in the quality service that the price. In other words, the leadership of the company is employee empowered. He allows more as depicted by Zhou, Jiangping, Yin, and Schweitzer “Much of the business becomes second nature to the employees, who are encouraged to share their ideas with management to improve the operations when applicable” (22). This later hit a blow when employees started complaining of the poor working environment. Therefore, management of people with good communication becomes an essential obsession that it must put the central focus on survival. In other words, the company that performs poorly in discharging its duties has a thin lifespan to live in the business environment. In this precept, employers should ensure effectiveness in interpersonal communication, negotiation, conflict management and proper intercultural communications. Bluntly, good communication is the sure way of achieving the best result from anything.
Besides, employees complain that they work but do not get their salary on time or miss the payment totally. This shows poor employer performance management. As it stands, employee performance management wants that they deliver their best, and the company responds by taking god care of them while on duty. This includes paying them their due salary on time. This makes many good employees leave the company. Furthermore, failing to remain transparent in everything is tantamount to failure in that area. Moreover, the company fails to ensure better problem-solving mechanisms if the same arises. There should be flexible meeting ours scheduled for people to share out their experiences. During the same, anticipations and projections about particular ways of doing activities in a given line of duty becomes fundamental. According to Groupon, it is important to maintain the spirit of embracing each employee most of the time (White 28). This is imperative for every individual in an area of functioning to deal with the duty pressures that demand concentration of time and engagements. In fact, sometimes there are always activities that demand people to go extremely overboard to produce results. This means that the tension might be so high on the person obligated to do the same. However, this is not true since many employees leave the company complaining of poor management. Otherwise, quality control is the sure way of having thongs done perfectly.
Moreover, every firm competes in two extents during its operation. One, it competes for competent and skilled employees to standardize its operations and performance. Secondly, it competes with other rival companies for the capture of the market. Groupon started with the spirit of love and democracy as noted in 2009 when the company held a general get-together for all the employees (Becker and Gerhart 784). However, the employee performance management has not been effective lately, and many workers in the company have left the company complaining about the poor working environment. As claimed by the investors who became the initial partners in the company, they said that the company was the fastest growing company they ever witnessed. In fact, it became the talk of the press and other media that analyzed the company’s performance in Chicago. There were vehement support and response by many people log into its sites for business activities. It was the time that Joe Harrow would have much of his time devoted to responding to a huge number of emails dropped by potential clients interested in the services that the company provided.
In retrospect, the company claims that employees make their independent dictions about what they should do contingent to the laid down policies. It has a standard structure that gives more value to the social concern of the people working in it (Russ 393). It also focuses on the welfares of the clients and the stakeholders. For instance, the mission statement reflects industrial democracy and corporate engagement for the benefits of all. Its vision is to remain the world leader in service delivery that meets the needs of the clients. Its values give more weight to fairness and teamwork that ensures that ever person enjoys and feels part of what he or she is doing. Groupon is a popular company making good returns from its activities. All these are attributes of technology. In fact, it is maintaining three
On the other hand, Mason believes that the employees should understand the goals and the direction it takes to streamline the activities. He organizes frequent training programs for them to help them understand the new needs that should become the priorities (Kim et al. 22).According to the analysis of the company, employees are the very important factor as captured in his words “Employees from the large employer had more options for carpooling and thus drove alone less, even after controlling overall housing stock, residential location, annual income, and/or commute time “(18). They fail to appreciate that employees are the main drivers of the company’s values and objectives. The company believes that every employer should remain good to its employee performance management and treat them as noble characters. Similarly, it is better to accept the quitting of an individual from the company if it remains their eventual action. In fact, Groupon Company has suffered the blow as people with wonderful potential skills getting out of the company. Zaytzsev, Schwekendiek, and Tuoma (753) add that the company that has been a threat to its competitors is currently in threat. This implies that the company must revise its structure. It must ensure that the personnel holding certain important positions are people who merit for the same. It must also ensure that it only hire people with updated skills. It is very dangerous to place somebody in a position that he or she cannot serve better. In addition, there is need to reorganize the hiring criterion. There is no need having many employees without a clear function that they serve in the company. Therefore, the company must do a lot in order to regain its position. The company does online operation by encouraging a high volume of purchase (Hughes and Chantal 921).
In conclusion, employee performance management is a term which designates the strategies that a company undertakes to ensure that employers work within the guides of the company’s objectives and goals. Coupon has tried the same in its activities by making sure that every employee remains real to his or her duties. The important aim for employee performance management in the company is the growth that it has to fight for. This requires good communication and relationship between the employer and the workers. The company has a big number of employees who are empowered to serve the in the company. They are well trained and get the opportunity to advance their skills in service. This makes their results more standard and effective. Furthermore, it is true that the vast number of workmanship that the company has made it very hard to conduct good communications with employees. Having many branches, the company ensures that it has enough workforce to support the activities in those branches. Therefore, employee performance management requires proper understanding to make it efficient in the company.
Becker, Brian, and Barry Gerhart. "The impact of human resource management on
organizational performance: Progress and prospects." Academy of management journal 39.4 (1996): 779-801.
Doug Buchler, JM Downey, Aaron Goldstein, Alana Kheyfets, Lauren Monitz, and Tuong-
Minh Truong. "Groupon. What a Deal." Groupon: What a Deal. Doug Buchler, n.d. Web. 25 Apr. 2016. <http://www.laurenmonitz.com/images/Groupon_final.pdf>.
Hughes, Suzaan, and Chantal Beukes. "Growth and implications of social e-commerce and
group buying daily deal sites: The case of Groupon and LivingSocial." The International Business & Economics Research Journal (Online) 11.8 (2012): 921.
Kim, Chang Hwan Peter, et al. "SPLat: Lightweight dynamic analysis for reducing
combinatorics in testing configurable systems." Proceedings of the 2013 9th Joint Meeting on Foundations of Software Engineering. ACM, 2013.
Russ, Aaron J. "Is Groupon for Lawyers Fraught with Ethical Danger; Why the Legal
Community Should Embrace Innovative Internet-Marketing for Lawyers." U. Ill. JL Tech. & Pol'y (2013): 393.
White, Susan. "Groupon: let's make a deal?." The CASE Journal 11.1 (2015): 26-57.
Zaytzsev, Andrey, Ulf Schwekendiek, and Tuomas Artman. "Consumer device payment
token management." U.S. Patent Application No. 13/764,753.