Employee Performance Reviews Essay
1296 Words6 Pages
Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;…show more content…
As it may not seem like a conscious choice, any time an employee offers an excuse for a poor performance, he or she is trying to clear themselves of any responsibility. This can create tension between the employee and the manager as the executive’s focus tends to be not on the excuse itself, but on the issue of responsibility. Along with excuses, silence acts in a negative manner for many reasons; it is obvious that it makes the employee feel awkward. Silence can also be used as manipulative power play as well as a means of intimidation which can lead to a multitude of other negativities such as irrelevancies and misconception.
Good performance review techniques and methods come in a variety of forms ranging from the use of management coaches to the establishment and distribution of written evaluations. Evaluations should include all direct reports from those employees who work within the department; from beginning to end, the process of using a questionnaire benefits gloriously to a manager and their employees. Discovering what employees genuinely think of a manager’s work and leadership abilities proves crucial as it becomes an essential step in maintaining strengths and improving weaknesses. The use of a hired management coach can help during the performance reviews immensely; as their job is to aide in the facilitation of meetings, coaches can assist in assuring that the review
Show MoreTeamwork and Team Performance - Case Study
1. Group Development 3
2. Problem Identification 3
3. Retrospective Evaluation 4
4. Reflection 5
1. Group Development
There are five stages of group development in which a team passes through: Forming, storming, norming, performing, and adjourning. The group for this case study is currently, 1 week before the due date, in both the norming stage and performing stage. They have adapted to the absence of Mike and are motivated to finish the analysis in an effort to achieve a good grade. Each member has completed their part except Mike, who has just handed in notes to Christine. All of the other members have looked past any turmoil of Mike and either…show more content…
2. Problem Identification
Every team has a task at hand in which they need to collectively work together towards accomplishing. Some of the primary problems in this group are in the forming and storming stage, getting different people with different work ethics to understand and get to know one another. In this case Christine dealt with all different personalities, ranging from a businessman to a clown, trying to get them to work together to perform this analysis. The ultimate problem is to achieve high performance goals by getting each member to read, analyze, and write a paper. She had to ensure every member did their part for the group. Another primary issue was that Mike did not make any of the meetings and felt left out when he saw the group together. The feeling of being left out can cause tension, anger, and poor performance from a member.
Along with the primary problems, there are some secondary issues, and after realizing that Mike felt distant and did not show up, Christine still needed to ensure that he gets his share of the project done. Once she found out about Mike’s issues in school, work, and with his girlfriend she sympathizes with him, but still had a leadership role to play. She had to ensure member satisfaction in an effort to make the members feel that their participation was