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.