Driving work motivation of subordinates through effective communication skill of managers in goal setting and performance appraisal.

Abstract

This research’s objective is to study how the effectiveness of manager’s communication skills in goal setting and performance appraisal can drive motivation level of subordinates to enhance work performance. The results provide practical advice and implications for managers to communicate effectively with their subordinates. This research used qualitative research methodology in order to gain insightful information. The data were collected by face-to-face interviews with managers and staff in a well-known audit firm. The respondents consist of ten respondents in manager role and another ten respondents in subordinate role. The structured interview questions were used for the data collection. Having good personal relationships and remaining anonymous when responding to questions helped all respondents feel more relaxed and open. The research findings show that performance is a combination of motivation and ability. Increasing motivation level leads to a higher level of productive performance. Employees’ motivation varies from individual to individual, which depends on many factors such as current personal needs, financial and family obligation, education development, family background, and health concerns. The top-four motivations can be summarized from the content analysis: to be recognized, to support and drive team’s performance, to earn a higher salary and bonus, and to get promoted. Similarly, the managers are very aware that they can drive a higher level of subordinates’ motivation to get a higher level of productive performance by visualizing them that their goals achievable. To do so, it can drive higher level of motivation. The strategic tools that the managers used are goal setting and performance appraisal.