Performance evaluation is the process of assessing an employee’s performance systematically. The procedure should be productive and formal to measure the worker’s job and results based on their descriptions. It gauges the value the employee adds to a company in terms of increased business revenue compared to the set standards and their return on investment (ROI). Many managers hate the process, and in most cases, the evaluation methods are not properly followed by the supervisors. Employees also dislike the appraisal, which may translate to an unactual report of the entire task. Feedback is not given; therefore, there is a lot of anxiety and stress caused among the participating parties, hence the hatred. The managers dislike it because it brings tension between them and their juniors, thus affecting their relationship at the workplace. However, it is paramount to evaluate employees at least once annually to discover their performance and the contribution to the company and reward them accordingly.
Most organizations have learned and adopted the performance evaluation process as the art of winning from within. They rely on this systematic progression to regularly measure and appraise their employees’ performance. When the routine is done often, accurate reports can be generated, and the management is in a position to handle effectively any issues that arise. The general position of each employee is felt, and the work is excellent since there are consistent checks on how they are doing. For instance, training areas are easily identified and worked on within a short period (Lin & Kellough, 2019). This helps the management make stable decisions about the suitable salaries, promotions, and bonuses distribution. It plays a direct role in periodically providing employees with feedback and making them aware of their performance metrics.
The purpose of performance evaluation is that it acts as a report card of the employee from their manager to acknowledge the work they have done within a specific time and the improvement scope. The employer should provide consistent feedback regarding the staff’s strengths, point out areas they need to work on, and discuss how they can be improved. It creates an integrated platform for the management and their workers to attain a common ground that enables them to produce quality work (Peng, 2022). They are in a position to agree on what can work for both of them for better productivity in the business. It improves the organization’s communication, leading to more accurate team metrics and improved results.
The main goal of the evaluation performance process is to improve the organization’s functions and team operations. This aids in achieving higher levels of customer satisfaction, and it is easy to expand and experience growth in the company’s industry. The process should occur regularly to ensure the team can avert unexpected and new problems (Bayo-Moriones et al., 2020). It should not affect the normal routine of the work to ensure efficiency and competence are achieved. Frequent employee skill development sessions and training should be conducted based on the areas recognized after the appraisal is done.
This process creates opportunities for the management to effectively manage the team and help them conduct productive resource allocation. This is because they identify the goals and can preset the performance standards (Lin & Kellough, 2019). This regular procedure assists the managers in determining the scope of growth in their employees’ careers and their motivation level since they contribute to the success of the entire organization. Individuals can also gauge themselves, letting them understand where they stand compared to their colleagues in the company.
Some managers dislike evaluating their direct reports since they fear they might be biased unknowingly. The unfairness might be based on non-performance factors, including gender, color, hair, and race. Other managers might not do the ratings on the objective criteria; hence non-effective to work. Similarly, according to Peng (2022), some do not recall all relevant events over the year and, therefore, might not focus on where the employee achieved or failed. There is an impression that if a manager rates the junior negatively though they focus more on the job description, they might feel that those were not the exact results and maybe they deserve better evaluation. There is also an inkling that the staff is the ‘good one’ or the ‘bad one’ hence not trusting the genuineness of the entire process.
Every organization seeks experts who are qualified to manage different departments in the workplace. The evaluation can only be productive if the manager in charge understands the main purpose of the process and understands the roles being performed by each employee who reports to them. The entire procedure should be conducted by people who display the good qualities of a leader and have management skills. An effective manager should be a strategic thinker who can see minor details that may not be seen by other people (Peng, 2022). They should have professional experience since they work in a proficient environment and they lead a qualified team. Bayo-Moriones et al. (2020) argues that an actual way of gaining the expected experience in a management role is communicating the goals of their current jobs. For instance, many companies inherently train their employees through various scenarios if they know they could be looking to step up as leaders. This helps them to develop in upcoming positions or promotions that may be available.
Good communication skills are traits that an effective manager should display. The communication should convey expectations from work given or job responsibilities and listen to their team and work closely with them to produce good results. Ensuring they also meet with their juniors regularly and help everyone understand where they stand in their projects (Peng, 2022). This relationship builds trust between the boss and the workers since it empowers them to boost their productivity in their workflow. The staff is always motivated because they know they have someone to help if they need it.
A good manager should also know about the project they are in charge of. They can invest by returning to school to acquire more skills in their area of expertise. This knowledge is beneficial not only to their professional work but also to their personal lives. The ability to manage time and organize their employees indicates that they are leaders, and great performance is likely to be achieved (Bayo-Moriones et al., 2020). Confidence in work is also a key factor for effective management. Employees treasure leaders who can delegate duties correctly and easily identify potential talents and work on them for the efficiency of their jobs. Any administrator who has respect for others earns respect for themselves.
A standard performance evaluation profile is available on the internet to help managers who struggle with the process. Different scholars have developed the templates to fit organizations generally. Five employee performance competencies are taken from the profile performance indicator: quality of work, productivity, initiative, problem-solving, and teamwork. These provide the most important aspects of the evaluation procedure. The time spent with the worker during the progression helps to build their relationship and communicate clearly where the boss stands regarding their fulfillment (Lohman, 2021). The profile gives a guideline that creates room for regular feedback, reducing chances for major disagreements and misunderstandings because when they sit down, the discussion is more in-depth for formal review.
Performance appraisal should also have some key elements to make it useful, positive, and effective to an organization. The process should be clear and transparent to alleviate anxiety and increase effectiveness. Ambiguity and secrecy can foster mistrust between the employees and the managers, and it suggests a different purpose of the process to be ‘catching’ staff in mistakes and dole out punishments. Employees should also be allowed to provide output in formatting in the form of evaluation. This ensures the standards for success are both attainable, objective, and non-threatening (Peng, 2022). This involvement generates a proper understanding of the true purpose of the procedure and encourages them to participate willingly.
When evaluating a direct report, a manager must develop an appraisal form that suits the employee. It should entail the main objectives and goals of the entire organization and the department they work for. During the development of the form, they should understand their managerial position, build a team, and clearly communicate any expectations that need to be met by each individual (Lohman, 2021). Managers should understand how the process is done in the company they are working for, give feedback regularly, keep track of the performance, and stay aware of the judicial consequences.
The evaluation standards must be equally applied and objective for all employees. For instance, library managers should first demonstrate adherence to the policy as a sign of acceptance and accountability. This way, the juniors feel comfortable in the evaluation process since their bosses have not broken the rules. According to Lin and Kellough (2019), the appraisal should be a tool for development hence allowing the staff to review the year and make plans that have positive impacts. It should also include a place for feedback from the worker. This gives the company a chance to collect suggestions, complaints, and compliments that help it grow further, thus enhancing customer satisfaction, as argued by Lohman (2021). It helps create a better environment for the employees to perform well in their responsibilities. An action plan is also important because rewards are offered at this point. Much improvement in an organization is planned during these appraisal discussions as the employees promise the managers to work harder to achieve any set goals.
It is important for organizations to evaluate employees at least annually to discover which workers have contributed most to the company’s growth, review the general progress, and reward the best staff. This exercise helps in determining the individuals who deserve promotions or wage increments. It allows the employer to accurately evaluate the strengths, shortcomings, and skills. Managers should choose the right appraisal method, implement it, and address any pressing issues affecting ROI.
References
Bayo-Moriones, A., Galdon-Sanchez, J. E., & Martinez-de-Morentin, S. (2020). Performance appraisal: dimensions and determinants. The International Journal of Human Resource Management, 31(15), 1984-2015.
Lin, Y. C., & Kellough, J. E. (2019). Performance appraisal problems in the public sector: Examining supervisors’ perceptions. Public Personnel Management, 48(2), 179-202.
Lohman, L. (2021). Evaluation of university teaching as sound performance appraisal. Studies in Educational Evaluation, 70, 101008.
Peng, J. (2022). Performance Appraisal System and Its Optimization Method for Enterprise Management Employees Based on the KPI Index. Discrete Dynamics in Nature and Society, 2022.