Reply to Communication Plan Discussion 2 Q – Please read the discussion below an

Reply to Communication Plan Discussion 2
Q – Please read the discussion below and prepare a Reply to this discussion with comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 250 words
Discussion
Communication Plan
The intent of a performance management meeting is to communicate the performance management system to the rest of the team, while also discussing the topics related to the performance management system and how to best improve it. The performance management meeting should create a friendly and open space for employees and leadership to share ideas, problem solve issues related to the system, and look for areas of improvement (De Haas, Kleingeld, 1999). There are multiple strategies to ensure a positive and collaborative meeting, a couple of them are focusing on a growth mindset and establishing a two-way dialogue.
Focusing on a growth mindset in the performance management meeting helps shift the conversation from simply evaluating past performance to a growth-oriented discussion, while also highlighting the employee’s strengths and accomplishments, then frame areas for improvement as opportunities for development (Athota & Athota, 2021). This approach encourages the employee to see the meeting as a chance to learn and grow, fostering a more positive and receptive atmosphere. Second, establishing a two-way dialogue, it starts with ensuring that the conversation is not a one sided evaluation, then encourage the employee to actively participate by asking questions about their performance and goals (Couturier & Sklavounos, 2019). This two-way dialogue creates a sense of collaboration and shared ownership of the development process.
Building on the foundation of a growth mindset and two-way dialogue, you can elevate your performance management meeting to a truly collaborative and productive experience. By incorporating these elements, the performance management meeting transforms from a singular evaluation into a springboard for partnership and mutual investment in the employee’s growth. This collaborative approach fosters a more positive and engaging work environment, ultimately leading to greater employee satisfaction, higher retention rates, and improved overall performance.
References:
De Haas, M., & Kleingeld, A. (1999). Multilevel design of performance measurement systems: enhancing strategic dialogue throughout the organization. Management Accounting Research, 10(3), 233-261.
Athota, V. S., & Athota, V. S. (2021). Impact of fixed vs growth mindset in organizations. Mind over Matter and Artificial Intelligence: Building Employee Mental Fitness for Organisational Success, 29-37.
Couturier, J., & Sklavounos, N. (2019). Performance dialogue: A framework to enhance the effectiveness of performance measurement systems. International Journal of Productivity and Performance Management, 68(4), 699-720.