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It’s inevitable, the New Year, New Performance Goals to set and the disdain for the process of performance assessments from managers and employees alike…. have you ever wondered why there’s such an aversion to performance assessments or improvement plans?
Here are our thoughts:
Performance assessments/plans are typically conducted once a year and, in that time span, many situations can occur. Addressing behaviors, whether they are good or bad, once per year can cause undue stress on the manager, as well as, the employee. According to author Leslie Allan in his blog: What’s Wrong With Performance Appraisals? “Managers don’t have time for them, they have a tendency to fray employee-manager relationships and they don’t help the organization reach its strategic objectives”.
Often, the behavior exhibited just prior to an assessment is more closely focused upon and performance from earlier in the year is overlooked. Or, an issue from six months ago is just now being brought to the forefront, leaving the employee wondering why management waited until now to discuss it.
However, this process can give struggling employees an opportunity to address performance concerns while allowing managers to hold employees accountable for performance. While it isn’t clear why performance assessments/plans are viewed in a negative way, the organization must allow for open and consistent feedback.
In an article on CareerBuilder -- Building a Performance Improvement Plan the author stated: “It’s a fact that almost every manager will have an under-performer employee at some point in his/her career. Don’t be frustrated, don’t ignore the problem, don’t let the team suffer, and don’t revert to termination as the first resort. Implement a performance plan to work with the employee and measure the result”.
Your regular and consistent feedback should provide the employee with the tools for success.
Let us, here at NEX21 Partners, help you improve your performance goals and managing skills! Contact us at NEX21 Partners.
