Contextual performance evaluates an employee’s function within their assigned responsibilities, taking into consideration their social and psychological impact on the company. It helps identify employees who are a great fit, those who need remedial training, and those who should be considered for promotions. Building a viable social network in the workplace contributes to overall productivity.
Contextual performance is an approach to evaluating an employee’s function within the bounds of their assigned responsibilities. The idea is to evaluate that performance in terms not only of compliance with what is considered an acceptable level of functioning, but also to note situations in which that employee demonstrates skills or other attributes that lead to exemplary behavior in the workplace. Work. By evaluating the employee’s performance in the context of their role in the organization, it is often easier to identify people who are a great fit for their current job, those who could benefit from some sort of remedial training, and those who should be considered for lateral moves or promotions to positions that are more in line with their gifts and talents.
Unlike some approaches to employee appraisal, contextual performance is not just about education levels, experience, and ability to perform certain tasks. The method also takes into consideration the function of the employee in terms of social and psychological impact on the function of the company as a whole. For example, while an employee may possess the background and mechanical skills necessary to adequately perform assigned tasks, the individual may not be equipped to handle the social aspects that help promote productivity within the work environment. In this case, HR effort, in relation to the use of contextual performance, may focus more on providing help in helping employees overcome emotional barriers such as shyness, lack of confidence or expressing anger about the workplace that is preventing a department from functioning at peak efficiency.
When evaluating this particular aspect of contextual performance, analysts often consider factors such as an employee’s willingness to stop what they are doing in order to help another employee who is struggling with an assigned task. The general relationships between employees within the area are also examined, noting situations where interactions tend to be hindered or less civil between individuals, and when interactions are open and communicative.
Since building a viable social network in the workplace is considered a contributor to overall productivity, contextual performance can go a long way in helping a business move forward. Employees who feel a sense of community with each other are much more likely to step in when emergencies arise that negatively impact the job of one of their employees or temporarily hinder their ability to be productive. Strong workplace ties ultimately cause employees to be happier with their jobs and work environment and tend to put more effort into fulfilling their responsibilities. The result is that the company benefits from a higher level of productivity.
Protect your devices with Threat Protection by NordVPN
