Boosting Employee Performance through Effective Coaching

The following essay presents a comprehensive analysis of three employees' responses to coaching sessions following a notable decline in their performance in company sales work.

Mark Arbaro, the newly appointed sales manager, has implemented a novel performance management system that subjects employees with below-average ratings to structured coaching sessions. This analysis is conducted through the lens of the Expectancy Theory of Motivation, which, as articulated by Nuttin (2014), posits that an employer can enhance an employee's motivation based on their ability and willingness to achieve the desired outcomes.

Expectancy Theory in Practice

The expectancy theory of motivation outlines four possible scenarios regarding employee motivation: able and willing, able but not willing, unable but willing, and unable and unwilling. These categories are not mutually exclusive, and employers must analyze the combination of these factors to assess an employee's motivation accurately. The case studies of Anya Majka, Michael Benjamin, and Kyle Sherbo provide valuable insights into these dynamics.

Anya Majka: The Dedicated Performer

Anya Majka exemplifies a dedicated employee who consistently demonstrates a strong work ethic. Despite her diligent efforts and thorough preparation, Anya has recently struggled to meet her sales targets, a situation she attributes to an adverse economic environment. Historically, Anya has been able to achieve her targets and has shown a willingness to continue working for the company, suggesting her motivation should be high according to the expectancy theory. However, her declining performance indicates that her motivation may be waning without proper intervention.

Anya's experience highlights the importance of instrumentality, a key component of the expectancy theory, which suggests that employees expect a reward if they meet performance expectations (Miner, 2015). To address Anya's situation, the company should strive to understand her challenges and experiences to better motivate her. Effective training and development require careful planning, including proper scheduling and the use of open-ended questions to gather valuable insights. Anya is enthusiastic about her job but dissatisfied with the timing of training sessions, which are scheduled on Saturdays, traditionally a day of rest. This scheduling conflict underscores the need for thoughtful planning and consideration of employee needs.

Furthermore, Anya's discomfort with the sales manager conducting the sessions suggests that the company could benefit from engaging external experts for training. Outsourced trainers can foster a more open and trusting environment, encouraging employees to share critical information. Anya's strong organizational commitment, characterized by her determination to succeed despite economic challenges, reflects her affective commitment to the company.

Michael Benjamin: The Unmotivated Employee

In stark contrast, Michael Benjamin represents an employee who is neither able nor willing, as described by the expectancy theory. His lackadaisical attitude and frequent missed appointments with clients pose significant risks to the company's reputation and client relationships. Accepting the risks associated with his behavior is not advisable, as it can have costly consequences for the company. Benjamin's poor performance and lack of motivation necessitate a reevaluation of his role within the organization.

HRmars emphasizes the critical role of human resource management in developing employee competencies and fostering competitive advantages (Knowles et al., 2014). Benjamin's lack of interest in his work and the company's failure to adequately monitor and support him highlight the need for effective performance tracking and reward mechanisms. Implementing a monetary motivation scheme that rewards top performers could incentivize Benjamin to improve his performance.

Benjamin's emotional detachment from the company, coupled with his normative commitment, suggests that he remains in his position primarily out of guilt for leaving colleagues behind. To address this, the company should focus on identifying the root causes of his disengagement and explore strategies to rekindle his motivation.

Kyle Sherbo: The Unrecognized Talent

Kyle Sherbo's case underscores the importance of recognizing and rewarding top performers. Despite consistently outperforming his peers, Kyle has not received the promotion he believes he deserves. The expectancy theory identifies three factors influencing instrumentality: trust, control, and policies. While the company may trust Kyle, its policies and administrative controls may have hindered his career progression.

Kyle's demotivation stems from a perceived lack of career growth opportunities and a belief that the company prioritizes internal candidates over external talent. To retain valuable employees like Kyle, organizations must communicate career advancement opportunities and provide recognition and incentives for exceptional performance. Transparent communication between management and employees can prevent misunderstandings and foster mutual trust (Knowles et al., 2014).

Overall, the company's declining organizational performance, exacerbated by fierce competition from rivals like Frito-Lay, underscores the importance of retaining talented employees like Kyle. His continuance commitment, driven by a lack of better employment prospects, indicates that the company must take proactive steps to strengthen its relationship with him and prevent his departure.

Conclusion

In conclusion, the analysis of Anya Majka, Michael Benjamin, and Kyle Sherbo through the expectancy theory of motivation sheds light on the complexities of employee motivation and the importance of tailored interventions. Companies must recognize the diverse needs and motivations of their employees and implement effective training, performance monitoring, and reward systems to foster a motivated and committed workforce. By addressing individual challenges and providing opportunities for growth, organizations can enhance their overall performance and competitiveness in the market.

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