Red Robin Restaurants of Canada

Question: Describe the review of performance management process for Red Robin restaurants of Canada? Answer: Introduction: The study is all about the critical review of the process of performance management of Red Robin Restaurant. It is a popular restaurant in Canada that especially famous for delivering Gourmet Burgers. It started its business operation in 1985. Red Robin can be called as a fun family restaurant. This company aims to deliver the best quality of food and services to the customers (Redrobincanada.com, 2015). This report contains a review of the process of performance management of Red Robin Restaurant. Process of performance management of Red Robin: Management level of Red Robin thinks that the process of performance review of every individual employee needs to be done by the discussion with the managers and employees of the organization (Aguinis, 2014). Review of the performance is an important as well as an essential process to understand that the performance of individual can meet the goal and objective of the organization or not. On the other hand Kaselis (2013) stated that, the philosophy behind performance review is to know the internal strengths and weakness of an individual employee in order to meet te clearly mentioned goal or objectives of the organization. With the help of performance review, an individual can assess the performance of job and responsibilities. Red Robin has developed some rating definition for reviewing the performance of the individuals. Mainly four performance ratings are there in order to understand the category, as well as skills of the employee. Therefore, E stands for Exceeds Performance Expectations; M stands for Meets performance expectations, MS stands for Meets some Performance Expectations, FM stands for fails to meet Performance Expectations. Workers of Red Robin have to select the rating definition tab in order to understand the level of competencies of the employees. The tabs include technical skills, quality of work, quantity of work, approach to work, management skills, leadership qualities, ownership, problem solving, communication skills, achievement of goal, interpersonal skills, interactive skills etc. Workers select the definite key of their choice as per the level of competencies of them. Effectiveness of performance management of employees: According to Tracy (2014), managing the performance of employees of organization supervisors of the particular organization needs to provide flexible environment that helps to share and exchange the expectations of the employees as well as objectives of the organization. Employees often exchange feedback of them and also identify the opportunities of learning, training and development. These processes can be helpful in order to evaluate the objectives of performance of the employees of the organization. On the other hand, Vakkuri (2013) stated that, some factors have to be included while delivering the employee engagement process, and this also helps to manage the performance of the employee. Most of the employees want to know the level of expectations of them. They also have to have the tools by that he/she can do the effective work. Employees also want to receive good recognition and reward for the achievement of their work. They also demand the process of training and development through the entire process of their work. Employees also demand positive work relationship among the supervisors, managers to the lower level staffs of the organization. Employees also want to give feedback to the authority of the organization about the job as well as condition of the workplace, etc. Every sort of workers of an organization needs to develop their performance with the help of training and development. As stated by Greiling and Halachmi (2013) the feedback process is very important as well as necessary in order to complete the whole communication process. Feedback can help in order to complete an effective communication within the organization. Two-way communication with effective feedback mechanism helps to deliver the process of effective communication among the employees and managers of the organization. Reviewing the performance management process of Red Robin: In order to review the performance management process of Red Robin, it can be stated that there is the lack of two-way communication process within the employees and the authority of the organization. Effective process of providing feedback also lacks from the process of performance assessment of the employees of the organization. Therefore, effective performance management process always needs the evaluation option for the employees. Therefore, redefined process of performance management can be assured by the following measures. The process of performance management should be comprised of the planning of performance, day to day coaching and feedback process, a quarterly performance check-in, and formal performance review. All these processes should be aligned with the mission as well as vision of the company. On the other hand, as per the statement Hrabrin Bachev (2013), objectives of effective performance should be flown from the mission, vision, support and goals of the organization. Red Robin should provide the effective process of feedback to the employees of the organization. They should provide effective training and development opportunities for the employees of the organization. They should improvise the online and offline medium that helps the employees to provide the feedback opportunities for the employees of the organization. An effective planning of performance helps to ensure a mutual understanding of the responsibilities of the job. It also ensures mutual understanding of standards as well as expectations of the organization. Therefore, broad and clear communication is required for the process of reviewing the performance of the employees of the organization (Med.stanford.edu, 2015). Red Robin should also set a SMART goal for effectively reviewing the performance management of the organization. An organization needs to take specific objective for performing as per the requirements and objectives of the organization. This objective should be measurable for achieving the success. These plans should be ambitious and reachable. It should be bound by the time. Therefore, setting a SMART objective helps the employees in order to assess their performance in accordance with the set goals and SMART objective those are linked with the particular goal and objective of the organization. Conclusion: This report has reviewed the existing performance management process of Red Robin. As per the drawbacks of this process, a new plan of the performance objective has also been discussed properly. Reference list Books Aguinis, H. (2014). Performance management. Pearson. Tracy, B. (2014). Management. New York: AMACOM. Journals Greiling, D. and Halachmi, A. (2013). Accountability and Organizational Learning in the Public Sector. Public Performance Management Review, 36(3), pp.380-406. Hrabrin Bachev, H. (2013). Risk Management in the Agri-food Sector. Contemporary Economics, 7(1), p.45. Kaselis, M. (2013). DEVELOPMENT OF PERFORMANCE MANAGEMENT REFORMS IN LITHUANIAN PUBLIC SECTOR. Baltic Journal of Law Politics, 6(2). Vakkuri, J. (2013). Interpretive schemes in performance management - measurement problems generating managerial action in Finnish local government. IJPSPM, 2(2), p.156. Websites Med.stanford.edu, (2015). Home | Stanford Medicine. [online] Available at: https://med.stanford.edu/ [Accessed 17 Mar. 2015]. Redrobincanada.com, (2015 ). Red Robin Canada - Home. [online] Available at: https://www.redrobincanada.com/ [Accessed 17