Individual Analysis Report For Cango

Arlene Lewinson
DeVry University
Senior Project SPRB 10
Professor Nicholas Jwayad
May 30, 2010

Individual Analysis Report for

WEEK 5

Presented By: Arlene Lewinson
Team A: AVTAM Consulting Team

Week 5 Individual Analysis of CanGo

Performance appraisals is a tool used by CanGo employees and managers where they can communicate by sharing ideas, opinions and information; however, the managers are usually put in the position of being the judge of the employee. (www.toolpack.com) As I reviewed this week video lecture I found that, a great number of employees are cynical about performance appraisals because the merit increase that is tied to the appraisal is trending downward; therefore employees feel that there isn 't any use
CanGo’s greatest opportunity is to branch out into new markets. Opportunity, no surprises, CanGo’s annual performance appraisals should be no surprise to the employee. There should not be any information in that appraisal that has not already been discussed with the employee. Too many times, managers tend to try to come up with information to fill in the appraisal because they aren 't as diligent in their record keeping throughout the year and perhaps don 't take the process as seriously as they should. The key to the performance appraisal is to be open and honest about what employees have done and not done; not to surprise them with things that they have not heard about. This is a disparaging situation that can cause undue stress to the employee. If it is something that has not been discussed with the employee, then it should not be documented in the appraisal as a negative but perhaps spoken about verbally. This will save the moral of the meeting and will allow it to continue smoothly.
All reasons for the appraisals must be followed up till the end, otherwise they will be ignored. All staff must be trained in the area of appraisal so that each knows what is expected of them if this is not so, the traditional dysfunction will inevitably occur and a lack of commitment and acceptance will take place. The appraisals should never become ritualistic. Their purpose must be reviewed, and each person should understand and believe in why they are being performed. If this is not the situation, it will become a hindrance, and only prove to cause more problems than it solves.

These four elements that I 've touched on are all part of the decision making process because the manager has to make the conscious decision to commit to the performance appraisal process in order for this to work. Deciding to openly communicate, allowing employees to rate them, communicating throughout the year instead of just during the performance appraisal and honestly rating/ranking employees based on their performance will ensure the process is a success.