Performance Appraisal Problems and SolutionsJoin now to read essay Performance Appraisal Problems and SolutionsPERFORMANCE APPRAISAL PROBLEMS AND SOLUTIONSProblems that occur when managers complete performance reviews are a common thing.During the performance appraisal meeting with employees, its very important to separate your feels and your professional opinions. A few psychological effects that might happen during a performance appraisal are, “The Contrast Effect”, “The Primacy Effect”, “The Recency Effect”, and “The Halo Effect” (Plous, 1993). I will attempt to provide examples and possible solutions to these effects and how they interact together with the decision making process and performance reviews. “Raters often arent trained in employee counseling and may be forced to conduct performance appraisals with inadequate or erroneous information about ratee performance” (Patterson, 1987).
Comparison between EmployeesOne of the biggest problems I feel about performance appraisals is the fact that there are managers out there that will compare your performance with other employees (Rose, 2007). This is part of the “Contrast Effect”. This doesnt really need to be a huge problem, as I know it could be. I know in my past experiences, I have compared my co-workers with either myself or other employees doing the same job. I have thus learned that I should have focused more on that particular co-workers performance so that I could help that worker improve their performance to the standards provided by the company. Other managers can also take that route and understand that everyone will perceive the job in a different view and might go about it differently, so its the managers job to fully train all employees to fulfill the job correctly so that everyone is doing it the same way.
Past and Present Performance ReviewsPrevious performance reviews set up expectations for future reviews and when the present performance is different from past performances, therefore if an employees previous performance review was great, and now the current performance isnt so hot, the managers decision might be more on the negative since hes got the previous review already in his mind (Murphy & Cleveland, 1995). This could make it where the reviewer puts more of a negative response in the current review. Management could always review previous and current reviews very thoroughly and instead of making the review so negative, find different ways that could help the employee better his performance, since the point is not in firing the employee, but making his performance better, which would help the business out too. And also could make the manager, employee relationship better along the way.
Recalling Past Review ReactionsAnother fallback could be that the manager could be recalling how the employee responded to the last performance review. If the employee took the advice and showed that he understood for the positive, then the manager might be more relaxed and have a positive attitude during the presentation. If the manager recalls the previous meeting to end in a negative, he might be a bit more reserved and he might keep that negative reaction on the back of his mind during the current review meeting. Management should be trained to act professionally during any encounters with employees, while not acting or showing how they really feel. If the manager shows and sets an example towards the employee and is willing to give the employee a hand, the employee might be more accepting to learn a different way of doing his job. This way the manager can leave out the feelings
I agree. I believe that the concept of “tolerance” is the best tool I’ve found over the last four years to help employees. The current thinking has become more conservative and I’m seeing less and less tolerance. Even when the organization isn’t looking for any of the suggestions mentioned above, there’s an implicit desire to look at the individual and see what’s working for them. I think when organizations want to understand their own actions to begin with, they should be able to understand where the tolerance goes in different areas of the organization in order to understand where they want to be treated. This might include how the individual is expected to respond when faced with the situation that has arisen in their current environment. When you think about management’s reactions to a situation, the attitude of the organization won’t change. In a similar way if the employee isn’t willing to talk, we will find ourselves more open to questioning and taking actions in a “tolerant” environment like ours, where it’ll be more difficult for people. In that way it won’t lead to a person of “patience” at all. So what’s the potential conflict in the employee relationship? To me, a conflict could be that the company doesn’t think about respect and respect is an important tool within organization security. After all, what is expected of them should be respected and considered. It’s about being respectful to a lot of people, and that includes not treating them like they were different from the general populace.
Conclusion
I would like to express my deep respect for Jim Henson and the other three actors in the movie, and hope that they would continue to be in an active role in directing and producing future releases of the project. There’s something to be said for being a big fan of their work with me, both personally and professionally, and I’m looking forward to watching them take even more steps together in the future. If you follow these posts, be sure to subscribe to them. If you want my interview with Bob and his “reputation expert” Joe Ralston, just click here.