Green Performance Management and Green Employee Behaviour: A Case of a Metropolitan Municipality

Abstract

There cannot be any real progress on environmental sustainability in an organization if performance is not monitored adequately. Green Performance Management (GPM) implies creating an abstract vision of green workplace, setting up measurement benchmarks for employees’ performances and attaching rewards and incentives for employees that uphold the environmental vision (Milliman and Clair, 2017).The objectives of the study was to find out; (a) how can environmental behaviour performance be measured or evaluated in the workplace? and (b) what type of employee performance environmental assessment tool is used at the workplace. The study employed a mixed-methods approach, 66 survey questionnaires and 07 interviews were administered and conducted in gathering data. Quantitative data was analyzed by using SPSS and Qualitative data analyzed using NVivo software. Results revealed that Green Performance management had a significantly positive in-fluence on employee workplace green behaviors. The study recommends that to realize environmental efficiency, organizations should include green key performance areas (KPAs) on employee job descriptions and these KPA’s should be measured during performance appraisals and incentives awarded to those employees who perform well in these areas.