Tips to checkmate the Consummation Divide
Performance appraisal; being a matter of concern for everyone in the organization may it be an employee or an employer; it influences everyone’s productivity and performance incentives. Performance reviews are to be conducted at the annual anniversary of the employee or at or near conclusion to the organization's fiscal year. Things that can be a threat during performance appraisal could include the following hurdles. Problems could b related to the timings and many other factors that indirectly influence employees directly or indirectly affect the performance.
Another issue concerning performance feedback is that it pits the employee against the employer. The appraisal isn’t always the one we hope as or perceive, many a times employees get sever criticism. Reviews can be one sided; because many a times employees are not considered as core part of the appraisal process. To be clear, organizational productivity issues are prevalent in the workplace. The objective of performance reviews
1) Improve performance by aligning responsibilities with organizational goals,
2) Improve morale by providing candid feedback and
3) Reward past performance based on feedback of interoffice personnel and customers.
Some things that one can easily adopt to erase happening of such situation are as follows:
Continuous feedback – having planned of a specific period of appraisal helps smoothen the process of performance appraisal and providing a proper base so that there lays no confusion in minds of anyone; but along with the conduct a effective feedback is also necessary.
Prior to the physical meeting, employees conduct a personal assessment and indicate to management their personal assessment of behavior, education, skills, customer service, and adherence to MBO’s.
The inability to confront individuals about performance has undermined organizational performance
Having a monetary discussion during a performance review sends an incorrect message. The focus of the conversation is meant to enhance morale and productivity. Many individuals are concerned about their bonus and raise that are determined by the board of directors and senior managers, not front line supervisors especially during difficult times. Employee’s goals should be congruent with the strategic direction of the organization.
Achievement of future success, plans must be made to measure the actions. Implement key performance measures to ensure that both parties understand what needs to be achieved.
Performance appraisal is not a short term process or of a specific period; it is every day affair wherein you are judged for your performance and the final result is the day when you get to know the outcome of efforts you put in everyday to achieve the desired goals and objectives.