Performance Evaluation
Why Do Some Managers Hate the Performance Evaluation?
Performance evaluation is aimed at systematically assessing a person’s performance on their job and potential to develop. It is a system that is formally structured to evaluate the behaviors and outcomes that related to the job and to find out the reason for the employees present job performance. It also meant to find out if the employee’s performance can be better in future so as to benefit the organization and the employee (Treviño & Nelson, 2011). Any system of performance management is supposed to managers to performance their jobs, but the system should be effective. Writers who offer strategic management assignment help at Edudorm essay writing service notes that an effective performance evaluation system should provide an employee with clear goals on how they can improve their performance but for this to be successful managers should view the evaluation process as a tool for helping the employees. The manager is will always be responsible for the organizational management thus it is important that they have good management skills and traits that will allow them to discuss and document performance with employees (Treviño & Nelson, 2011).
Performance Evaluation Strategy for Managers
Effective managers must possess the traits that will assist them in evaluating employee’s performance after making them know their goals. Through performance evaluation, the manager should have effective and clear communication style, which is possible through the use of the appropriate words to let inform the employees on their set goals while encouraging the employees to express their thoughts. To be effective, the manager should be assertive so that they can communicate their tactful and with confidence while respecting views of other people. Being assertive goes beyond clear communication (Daft, 2011). Another trait is the ability to relate and connect with others and develop a degree of trust. Experts who offer MBA assignment help at Edudorm essay writing service indicates that to build a rapport with others, the managers must be friendly, open and be easy with other people more so the subordinates through informal and relaxed interactions. The manager should also be of high integrity in order to build a trustworthy relationship so that even in the evaluation process the employees will respond positively since integrity promotes transparency. Integrity allows constructive attitude and transparency to work towards good performance. A good manager is one who the motivations of the employees after carrying the performance evaluation process then respond to them. Such a manager will consider an individual employee performance, then try to link their tasks with strengths and then compensation (Daft, 2011).
Performance Evaluation for Equitable Measurement
Performance evaluation aims at providing equitable measurement of the employee contribution to the workforce. However, this evaluation does not always serve the initially intended purpose which makes the managers want to shun them. This is because the appraisals end up focusing much on the negative traits in performance metrics and less of the attention is given to ones contributions to the performance (Treviño & Nelson, 2011). An effective evaluation is supposed to align everyone’s efforts towards a similar goal but often, the performance evaluation often becomes a morale killing source of confusion and conflict that makes managers to prefer avoiding it as much as possible. Authors who offer operations management assignment help at Edudorm essay writing service points that the appraisal forms are often designed and sent by the human resource departments and managers may have any input in the entire process. This makes managers to result to resisting and procrastinate use of the forms. This cycle of evaluation becomes like a tug of war, psychologically, between the human resource managers other employees in the whole organisation (Treviño & Nelson, 2011). The managers also perceives that attention is focused on the process, and filling the forms. If the organization’s forms do not provide the real value of the performance evaluation process, managers prefer running away from any appraisals instead of approving the opportunities the forms provide. Another reason is failure by the evaluations to focusing on the whole team but choosing to focus a lot on individual performance. This may be seen by managers as making even the most committed and talented employees unable to give excellent performance. The managers may also dislike the performance evaluation process because it might expose their own short comings. This is true for managers who have misfired in decision making and as such they might avoid facing their direct reports and have conversations that are relevant to goals’ setting, performance and any development. This may see managers ignoring the problem and passing on the responsibility to the human resource department. This can only be solved by the senior managers who can give the underperforming managers a timeline for improvement (Reilly & American Management Association, 2013).
Employee Involvement in Performance Evaluation
However, the main reason rests in the big amount of time the managers will have to spend with employees in the whole process. The process involves a lot of preparation, documentation and a face to face reviews. The managers might feel that all this is eating into the time they are supposed to use in real tasks as a manager. The managers fail to understand that if they gave priority on managing the organizational performance they would use less time engaging in counter-productive work because of poor and low performance (Treviño & Nelson, 2011). Performance evaluation should involve one-on-one discussion with employee but manages are given a standardized process whose assumption is that all managers are same. Tutors who offer corporate strategy assignment help at Edudorm essay writing service acknowledges that there lacks enough support on how different emotional responses should be dealt with, which result to negative relation between the manager and direct reports. The other problem is that the process can quickly turn personal, when the performance evaluation turns to someone’s behavior and characteristics rather than performance. It is also difficult for employees to know whether they are being evaluated for results they deliver or effort they put into performance delivery (Treviño & Nelson, 2011). These problems together with stress and anxiety created by the process makes managers shun it.
Conclusion
A manager struggling with the performance evaluation process should be may not require a different profile since the process may be out of favour in highlighting the challenges managers face or may be ineffective. An effective evaluation process is one that establishes a criteria for reviewing the employees, and sets out job description and standards. The process should also set the various guidelines for feedback so that it balanced feedback is given, encourages employees’ feedback and shows the improvement expectations (Phillips & McConnell, 2005). A performance evaluation schedule should also be set and disciplinary or termination procedures created in the process.
References
Phillips, R. L., & McConnell, C. R. (2005). The effective corrections manager: Correctional supervision for the future. Boston, Mass: Jones and Bartlett Publishers. 198-199
Treviño, L. K., & Nelson, K. A. (2011). Managing business ethics: Straight talk about how to do it right. New York: John Wiley.297-301
Reilly, E. T., & American Management Association. (2013). AMA business boot camp: Management and leadership fundamentals that will see you successfully through your career. New York: American Management Association.40-42
Daft, R. L. (2011). Understanding management. Mason, OH: South-Western Cengage Learning.159-166
https://www.questionpro.com/blog/performance-evaluation/
https://adminvc.ucla.edu/equity/performance-evals
https://hr.duke.edu/managers/performance-management/university/performance-evaluation-and-planning
