Performance Management SystemWhich step in performance management was not followed properly by Linton?

To provide a clear analysis of which step in the performance management system may not have been followed properly by Linton, we typically identify the key steps involved in such a system. Here’s a breakdown:

1. Define Performance Expectations: Setting clear, measurable goals and expectations for employees.
2. Monitor Performance: Regularly reviewing employee performance against the established goals.
3. Provide Feedback: Offering constructive, ongoing feedback throughout the evaluation period.
4. Evaluate Performance: Conducting formal performance reviews at set intervals.
5. Development Planning: Creating a plan for employee development and addressing areas for improvement.
6. Reward and Recognize: Implementing a system for rewarding high performance and recognizing achievements.

Analysis

To determine the specific step that Linton may have neglected, we would need more context about the performance management situation. Common pitfalls in performance management often include:

• Lack of Clarity: If goals were not clearly defined.
• Insufficient Monitoring: Failing to consistently monitor employee performance.
• Inadequate Feedback: Not providing regular and constructive feedback.
• Poor Evaluation: Rushing the evaluation process or not being objective.
• Neglecting Development: Not supporting employee growth or improvement plans.
• Ignoring Recognition: Failing to reward or recognize achievements.

By pinpointing which of these areas was not addressed adequately, we can identify the specific step that Linton did not follow properly.