Performance is a key factor in any industry to evaluate their workforce and appraise them for their inputs for the benefit of both employees and the organization as well. Every organization carries out certain kinds of strategies or plans for Employee Performance Appraisal based upon their needs and requirements criteria. Also, the size and type of the business area do matters.
Employee Performance Appraisal is one of the Performance Management Tools that is being implemented in the business strategies for an effective management and evaluation of staff working in that company. Such assessments actually help individuals to develop and improve their organizational behavior and make them compatible to fit into the business planning strategies and to reach the assigned goals and objectives. These are generally conducted annually for all staff including the managers in an organization. Each individual in an organization is appraised by their supervisor and they are as well by their seniors. Directors are also appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization. However the chain follows up till the end.
Nevertheless, not all the individuals are much satisfied with the Employee Performance Appraisal criteria and each view it differently as per their mindset. Some of the many reasons why most of the employees/managers are reluctant about the concept are as follows:
• It is a time consuming job and takes much of an effort. The appraiser has to review an employee's performance, contribution, actions and attitudes for an annual period. This can be a strenuous process at times.
• The manager may not have taken detailed notes about the working individual and his conduct during the year or has not interacted much with them to correctly evaluate their conduct. Without proper knowledge about an individual they may not be able to take appropriate decisions regarding their conduct.
• The manager or a supervisor may not be able to deliver negative information in an intellectual way and thus end up hurting an employee’s emotion. The workers may become visibly upset and even cry, and the boss may feel embarrassed or not know how to effectively deal with the situation. This can also both discourage the worker and as well make his perspective unfavorable towards the concept of such appraisals.
• The feedback may be negative for an individual in any way the manager’s showcase. The managers may feel uneasy and not want to hurt the other person's feelings by simply putting front their negative traits.
• Some of the workers may protest or argue with the boss and object for some of the ways he has done evaluation or implications. This can make the boss uncomfortable or feel threatened. Many managers try to maintain positive coordination with the crew.
However, Employee Performance Appraisal must be a positive experience for both the ends. The appraisal process is the best among the Performance Management Tools needed for development and motivation, so organizations should foster a feeling that working assessments are positive opportunities, in order to get the best out of the people and the processes they deploy in their business strategies.
Such positive aims and actions may require training or coaching or other support to equally both accept the facts associated with the kind of assessments and as well to take it supportively for the future benefit of them and as well the organization they are working for. Being positive and thinking positive can help. If there are problems also expressing them as opportunities to develop or improve, and if possible suggesting or recommending how these improvements can be made is the responsibility of both the manager and the workers. For further details visit http://www.bullseyeevaluation.com/appraisal-software-articles.aspx
BullseyeEvaluation is a performance management solutions company. For further details visit Employee Performance Appraisal & Performance Management Tools