Performance reviews : A necessary evil ?
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The management community is on a double edged sword. Invariably you face the wrath of employees and at the same time adhere to the stipulated guidelines.
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Performance reviews : A necessary evil ?
- 1. REFLECTIONS Performance Review Performance reviews are an essential part of a manager’s job, and they’re essential to our colleague’s career progression. This infers accuracy and fairness are important in our assessment process. Guard against these common errors when evaluating any member of your team. Halo affect This well-known term surmise to the perception that a favorite employee meets our expectations perfectly. You will have to be demanding in your approach, and don’t assume a string of good reviews in the past guarantees the employee is still doing an excellent job. Hence is it essential to confirm with objective data. “What have you done lately?” Success (or failure) in the recent past may obscurean employee’s overall performance. Keep notes throughout the evaluation period so you’re looking at a holistic picture, not just what the employee has accomplished recently. Group impact If a team is performing well, you might evaluate individuals based on the group’s results instead of their own contribution. Keep an eye on each employee’s individual efforts to avoid giving credit where it’s not due. Negative or positive leniency Managers at times are too hard to too easy in evaluating employees. Performance assessments that are severe or lenient portray a wrong impression to personnel and to the employee. Direct experience effect Thiscan dominate abstract information even if this data has greater accuracy than the personal experience. Hence don’t let a single experience determine your opinion of an employee’s performance. Gather as much information as possible and try not to weigh one incident too heavily. Focusing on the flaws Appraisals which focus only criticism are not only demoralizing, but also unproductive because employees quickly understand that no matter what they do, they can never please the boss. Therefore, their appraisal should show balance between accomplishments and failures. One-way communication To be effective, managersneed to include two-way communication about previous performance, future goals, and development needs. While employees do need to understand your perspective, you can also benefit by understanding theirs.