Employee Appraisal Process Essay.
Institution of Affiliation
Performance evaluation also called performance appraisal is a process where managers in an organization carry out a serious discussion with their employees on their job performance and then documentation of that report. This systematic evaluation occurs so that the manager can know the abilities and shortcomings of an employee.
Reasons why managers dread performance appraisal process
During the performance appraisal process, the atmosphere is stressful and full of anxiety for the managers. This is because managers have to discuss sensitive matters such as salary increment, compensation, promotion or termination. Employees expect the managers to remember every employee’s work performance and rate them objectively. Managers find it tiresome keeping track of their many employees performance throughout the year since the process occurs annually in majority of the organizations. Employees expect a genuine and fair feedback concerning their work from their managers, which, is not always positive. This may result to a hostile relationship between the manager and the employee when that employee feels that the rating is not fair (Adler et al, 2016).
Another reason why managers will choose to forego performance appraisal process is that it is time consuming. The process requires the manager to have a one on one conversation with every employee in that organization to rate them. This calls for managers to keep a record of their employees in terms of what they do, rate that performance and observe their shortcomings and finally providing a way forward. Thus, managers feel that the process is time consuming and tiresome since they have to gather all that information without the help of their employees.
Organizations fail to provide a suitable platform for managers to learn how to go about the process. This is because organizations provide a standardized performance appraisal format for managers. This standardized format fails to recognize the different capabilities of the employees thus assuming all are the same. This may result to managers rating an employee unfairly since the organizations expect them to follow the laid down format (Aguinis, Joo & Gottfredson, 2011).
Organizations also fail to provide adequate training to managers in handling various employees’ emotional responses. This is because employees view the process as a punishment making them to be very defensive. Managers also lack training on how to draw the line becoming personal and evaluating the employee performance.
Managers hate the performance appraisal process because the one on one conversation is one way. The manager is the only one expected to pass judgment to an employee that he or she may not even know. This is in the cases where the organization operates on shifts of employees. The manager may have to rate that particular employee basing on the information from other sources which may not be true. This will compromise the manager’s leadership skill of fairness and integrity since the organization demands that particular manager to carry out performance evaluation on all employees.
What research tells me
Analysis shows clearly that performance evaluation process is time consuming and tiresome for all those involved. It requires time for the manager to collect all the information he or she needs to evaluate every employee objectively (Adler et al, 2016). Research also show that employees view performance appraisal process as a punishment hence it ruins manager- employee relationship in an organization. It also gives managers a hard time following up with the performance of their employees especially those employees that did not get positive feedback (Aguinis, Joo & Gottfredson, 2011).
Traits that an effective manager displays in the work place
An effective manager should be able to communicate effectively. Managers should have the ability to communicate to employees in a way that the employees know what the manager want them to do. It also means that this particular manager have the skills to direct and correct employees in a way that does not feel personal to the employees. During the performance appraisal process, an effective manager should communicate in a way that the employee understands why he or she performance rates high or low. One who is also able to make the employee understand what he does wrong or right.
Effective managers view their employees as the most valuable resource in that organization. This means that an effective manager will treat his or her employees with respect rather than objects. Thus, he or she will very objective when giving an employee performance appraisal feedback, which means that the employee will get what he or she deserves. The feedback will be fair since the employees already know that he or she plays an important role in that organization (Aguinis, Joo & Gottfredson, 2011).
An effective manager is the one who shows commitment. This is in terms of meeting deadlines and punctuality. In the process, employees will learn to commit to their responsibilities. When it comes to giving employees feedback on their performance, an effective manager makes the process consistent. One who is able to follow up with those employees that rate lowly in the evaluation to make that they improve.
Is there a profile for a manager who may struggle with the evaluation process?
Yes. The manager should commit to keeping records of the employees daily such that when the time comes to give the feedback, he or she will not have a hard time. The feedback will also be objective meaning that there will be a healthy relationship maintained between the two parties. Managers should also learn their employees well, which will make it easy for them to rate their employees.
Key elements of a successful employee evaluation process
The process should be consistent in that the employees are always prepared and on their toes. Managers should practice a transparent evaluation process, one that upholds fairness and integrity. Employees should get their fair due in terms of promotion and compensation immediately after the process.
How a manager should prepare for the event
A manager should have all the information he needs about the employee, which he collects himself or herself. A manager should learn how to deal with varying emotional responses from the employees. A manager should also train on how not to get personal with the employee when evaluating them.
Aguinis, H., Joo, H., & Gottfredson, R. K. (2011). Why we hate performance management—And why we should love it. Business Horizons, 54(6), 503-507.
Adler, S., Campion, M., Colquitt, A., Grubb, A., Murphy, K., Ollander-Krane, R., & Pulakos, E. D. (2016). Getting rid of performance ratings: Genius or folly? A debate. Industrial and Organizational Psychology, 9(02), 219-252.