FOR THIS DISCUSSION I HAD TO ANSWER:
Make sure to address all parts of this discussion:
1. Consider the performance evaluation review from both the employee and the employer perspectives.
2. Identify two strategies for improving the process of evaluation.
3. You may consider your own experience in answering this reflection.
THIS IS ALSO MY ANSWER FOR THE DISCUSSION RESPONSE:
Performance Evaluation Review from both the Employee and the Employer Perspectives
Performance evaluation reviews are a keystone to developing a strong organization as they provide employees and employers the opportunity to reflect, assess, and set new goals. While the process is essential in any organization, employers and employees often have different perspectives on performance reviews. Therefore, it is critical to consider the different views to maximize its benefits. From the employees’ perspective, performance evaluation reviews are often a moment of mixed emotions (Frederiksen, 2023). Performance reviews provide essential feedback on employee strengths, weaknesses, and contributions to the organization. They create an opportunity for employees to communicate their concerns about their work, organization, and aspirations (Baird et al., 2020). However, performance reviews can also have a negative impact on employees. If the employees perceive the process to be biased, unfair, lacking transparency, or subjective, they can become disengaged. Fear of negative consequences can prevent open communication, blocking them from expressing their concerns or seeking assistance (Frederiksen et al., 2017).
From the employers’ perspective, performance reviews provide a chance to assess the productivity of individual employees and the team. During these reviews, employers can identify the strengths and weaknesses of each employee. It provides a chance for them to collect feedback from their employers. The reviews provide valuable information to employers that they can use to inform resource allocation, training and development programs, and efforts to create a cohesive and motivated workforce (Majidi et al., 2021).
Identify Two Strategies for Improving the Process of Evaluation
Some of the strategies that can be used to improve the process of evaluation include shifting the evaluation from a one-time event to a regular and continuous process. Instead of having one formal evaluation event, employers should adopt regular informal meetings with employees to discuss their progress challenges and set new goals (Peek, 2023). Employers can also encourage employees to participate in self-assessment; this will promote self-awareness and consequently contribute to employee growth (Peek, 2023). They can also adopt the use performance dashboard to track employee’s progress. Another strategy would be to encourage and observe honesty and sincerity during the reviews. Employers should ensure fairness and transparency in the process to foster trust and collaboration among the employees (Peek, 2023).
References
Baird, K., Tung, A., & Su, S. (2020). Employee empowerment, performance appraisal quality and performance. Journal of Management Control, 31, 451-474. https://link.springer.com/article/10.1007/s00187-020-00307-y
Frederiksen, A. (2023). Performance evaluations. In Elgar Encyclopedia of Labour Studies (pp. 158-160). Edward Elgar Publishing. https://www.elgaronline.com/display/book/9781800377547/ch37.xml
Frederiksen, A., Lange, F., & Kriechel, B. (2017). Subjective performance evaluations and employee careers. Journal of Economic Behavior & Organization, 134, 408–429. https://doi.org/10.1016/j.jebo.2016.12.016
Majidi, S., Daneshkohan, A., Zarei, E., & Ashktorab, T. (2021). Perspectives of health workers on annual performance appraisal: A study in primary health care. International journal of healthcare management, 14(4), 1190-1197. https://www.tandfonline.com/doi/abs/10.1080/20479700.2020.1755810
Peek, S., (2023, October 27) 6 Performance Review Tips for Writing A Better Self Evaluation. Business Daily News. https://www.businessnewsdaily.com/5760-write-good-performance-review.html
NOW I HAVE TO DO THIS:
Respond substantively to two of your peers by commenting on the strategies they suggested to improve the performance evaluation process. Add your insight to the discussion.
THE PEER SAID:
I have been fortunate enough to have been able to have experienced performance evaluations from both sides. As an employee, I prefer self-evaluations, because I can give my opinion on how I work, and the manager can use that time to discuss how they receive my work performance. Everyone benefits when feedback discussions develop new ideas and solutions and when feedback recipients are motivated to make changes based on those (Gnepp et al., 2020). At my current job, we complete self-evaluations, peer reviews, and manager reviews. I feel like the peer reviews put some employees at a disadvantage because we all work virtually, we do not get to communicate with one another regularly and we do not know each other. Some elements include a double review by a peer followed by a manager, a review of education and training, and a self-evaluation (Rodriguez & Walters, 2017).
From the employer’s perspective, it is hard to discuss when a worker does not meet the standard goals and the employer must remember how the worker performed for 12 months and not the worker’s most recent work behaviors. Self-evaluations allow an employee to reflect on their work and accomplishments, and they allow the employee to inform the manager about their activities and improvements throughout the year (Brooks, 2013). The manager must remain fair, consistent, and firm during the evaluation. The manager must be able to discuss the workers’ poor performances and give direct examples of the behaviors. The manager will need to be able to educate the worker on the goals of the department and give a clear performance improvement plan to the worker if needed.
Two strategies that would improve the process of evaluation are clear, concise communication and clear expectations. The manager will need to be able to discuss the worker’s positive and negative work performances. Some managers focus only on poor behaviors during evaluations, which discourages the workers further. The manager should be able to have clear communications about the work performance of the worker. The manager will need to be able to set forth the goals and work expectations that are required for the worker to continue to be employed. If a work improvement plan is needed, the manager will need to be able to educate the worker on the mandatory changes that are needed in order for the employee to remain employed. The manager will need to provide clear, firm dates for improvement and inform the worker of the consequences set forth for not meeting the improvement need. Experts in employment law have advised organizations to standardize practices, develop objective criteria to justify every employment decision, and document all relevant facts (Cappelli & Tavis, 2016).
Reference
Brooks, C. (2013). How to write an employee self evaluation. Business News Daily. https://web.archive.org/web/20131231234937/http:/www.businessnewsdaily.com/5672-write-self-evaluation.html
Cappelli, P., & Tavis, A. (2016, October). The Performance Management Revolution. Harvard Business Review. https://hbr.org/2016/10/the-performance-management-revolution
Gnepp, J., Klayman, J., Williamson, I. O., & Barlas, S. (2020). The Future of feedback: Motivating Performance Improvement through future-focused Feedback. Plos One, 15(6). https://doi.org/10.1371/journal.pone.0234444
Peek, S. (2019, April). How to Write Effective Employee Performance Reviews. Business News Daily. https://www.businessnewsdaily.com/5760-write-good-performance-review.html
Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 206–212.
Posts and responses must be evidence-based and include sources in the most recent APA form.
READING RESOURCES THAT MAY OR MAY NOT HELP:
Article: https://www.businessnewsdaily.com/5760-write-good-performance-review.html
This article provides tangible suggestions for the healthcare manager to complete effective performance evaluations.
Shapiro Library Article: https://ezproxy.snhu.edu/login?url=https://doi.org/10.1016/j.nepr.2017.04.004
This article provides a description of reflective writing and its benefits for nursing students.
Article: https://www.researchgate.net/publication/332537797_The_Importance_of_Training_and_Development_in_Employee_Performance_and_Evaluation
This comprehensive article provides insight into the importance of training for employee development. It also provides lists of criteria and methods for employee performance evaluations.
Shapiro Library Article: https://ezproxy.snhu.edu/login?url=https://doi.org/10.1016/j.jebo.2016.12.016
This article looks at the subjectivity of employee performance evaluations and the applicability to the employee’s career plans.
Shapiro Library Article: https://ezproxy.snhu.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=140248027&site=eds-live&scope=site
This article extends the importance of reflection to the specialty area of osteopathic medicine to enhance clinical reasoning.
Article: https://files.eric.ed.gov/fulltext/EJ1111149.pdf
This article provides insight into reflection and the benefits students gain from reflective practice.
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