Answer:
d. We need to design a new performance system and I would like your help. Can you meet with me tomorrow at 3:00 to share your ideas on what you would like to see in the new system?
Step-by-step explanation:
Implementing a new performance system is part of a change management. And it becomes more severe as it involves the compensation system of the employees, so any wrong communication about the system might lead to a sense of insecurity and un-restlessness among the new employees, which might lead to the failure of the new system.
There can be a number of strategies that can be implemented in this situation, but the most effective strategy of the change management is to make the employees part of the decision making system. Even if the decision has been made before hand, a number of managers have confessed that they will make the employee feel that they are part of the decision system so there is no feeling insecurity among them.
Another benefit of this approach is that the feedback allows the company to overcome the short comings of the new performance review system, which the management might have overlooked earlier.
Option C is the worst approach of them all as it will certainly instill a sense of insecurity among the employees and making them resist the change. Also it gives out no action plan as how to implement it, which leads to more confusion.