创建员工调查以识别员工超出预期的情况——芝士披萨公司的最高管理人员需要与员工沟通，分享他们或同事超出预期的情况，并展示值得认可的品质。这种调查在内部网络上共享时验证了信息(Zhang and Vogel, 2013)。由于公司的目标是在两个不同的国家有十个新的网点，这将首先有助于采取员工在场的帮助，以确定成就者或那些一贯达到或超过预期的员工。显然，这些资料将得到适当的验证，以消除虚假的报告。
Creation of a list of those expectations related to employee performance – performance expectation will be related to daily performance for the front line staff, client contact maintenance by marketing team, obtaining training and certification across levels, contribution towards organisational development by the mid management, contribution of new ideas by the strategic team, completion of required paperwork by administrative and human resource departments among others (Lardner, 2015). Expectation from each individual is different; while the front line staff need to be fast on their feet, the backend employees are expected to be calm and composed. Cheesy Pizza would have to review the performance expectation of the employees and enlist the goals during the annual evaluation of employees. Such evaluation have to be based on criteria such as seniority, tenure with the organisation, experience of the employee among others.
Creation of employee survey for identification of instances where expectation of performance is exceeded by employee – the top management at Cheesy Pizza Company would need to communicate with the employees to share instances when they or a co-worker exceeds expectation and demonstrate recognition worthy qualities. Such survey when shared on intranet validates the information (Zhang and Vogel, 2013). As the company aims to have ten new outlets in two different nations, it would initially be helpful to take the help of the employees present on location to identify the achievers or those employees who consistently meet or exceed the expectations. It is obvious that such information would be duly validated to do away with fraudulent reports.
Determination of type of reward – Cheesy Pizza would have to have categories of rewards such as bonus or pay rise, achievement certificate, promotion, banquet or parties for marking employee achievement (Zhang and Vogel, 2013). Honoured employees could be given cards or letters applauding their achievement. Minor achievements such as punctuality or no leaves within a stipulated time would be recognised and the employee being acknowledged during the annual meetings. Performance achievements would be rewarded by a pay rise or bonus. Consistent high level performance would indicate promotion short term achievements would be acknowledged with certificates. This would be done across levels so that employees of different positions know that their hard work is not waste and would work towards improving their current level of performance.
Creation of program for employee enrichment – such programs at Cheesy Pizza Company would include sessions that employees could enjoy such as yoga instruction, complementary art class and so on (Salah, 2016). It would be beneficial to work with the local businesses for such activities at regular intervals. The performance of employees can be enhanced by constantly updating their resources. Providing training programs at regular intervals is an effective way to improve performance of the employees (Azzone and Palermo, 2011). Such sessions make it possible for the employees to identify their shortcomings and get hep to improve. Training sessions when made interactive make it possible for the company to provide avenues for the employees to improve and also give a platform to the employees to sort their queries.