We must also ensure that our human resources management programs motivate our employees to peak performance. We must evaluate and enhance strategies that deal with motivating and recognizing our employees throughout their careers, which includes all issues associated with awards, performance, and quality of life. The Government Performance and Results Act has challenged the Federal government to make wiser use of its resources, achieve organizational goals, and hold its employees and managers accountable for results. We must find better ways to link employee performance to those mission outcomes so that employees can be rewarded and held accountable.
Performance management strengthens accountability and the effective use of resources.
It is not acceptable to allow non-productive employees to remain on the rolls without contributing to accomplishing the mission. As our resources dwindle while customer service expectations grow, it is too expensive, both in dollars and employee morale, to keep non-producers employed. The good employees who are overworked will move on to better situations, leaving non-productive employees behind. As we compete to keep the best and brightest employees, supervisors must strive to achieve optimal working conditions. To do this, we must embrace the principle of zero tolerance for continual nonproductivity.