When Good Reviews Go Bad
Most employees dread having the annual performance evaluation process because it can sometimes make you feel inadequate if the evaluation is negative or it could make you feel powerful if the results are positive. Also, some employers dread giving an actual performance evaluation because giving negative feedback could cause negative responses from the employee but it is the necessary evil that must be done. I would disagree that if you have a regular conversation with people and they know where they stand, then the performance evaluation is maybe unnecessary. When a manager and employee has an informal conversation, that doesn’t constitute that an actual performance evaluation has occurred. There are guidelines that need to be followed to make sure that everyone is on the same page. The performance evaluation process usually has a fixed schedule, some companies have the evaluation at the same time annually and others conduct the performance evaluation on your anniversary start date. Managers should be well prepared for the feedback session by having all documents present and at the same time affording the employee time to obtain his/her documents. “In announcing the meeting to the employee, the manager should describe it as a chance to discuss the role of the employee, the role of the manager, and the relationship between them” (Noe, Hollenbenck, Gerhart, Wright, 2011 pg. 245). In the feedback session the manager should tell the employee their ratings and explain the ratings given, also the manager should give the employees an opportunity to explain themselves and in the end if there are any performance issues the manager and the employee should work out a plan to resolve these issues. When comparing and contrasting the possible effectiveness of the social network performance reviews to the following age groups: veterans, baby boomers, Gen X, and Gen Y the only thing that seems to be constant is change...
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