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:
Performance evaluations can increase performance and create clear goals toward competency. Employers’ perspective of performance review shows an enhancement of an individual relationship between them and the employee. Employers can discern any concerns that the employee might have and address their additional concerns. It is important for employers to also discuss their achievements and any potential enhancements to their jobs. Individuals should be able to express their ideas and opinions clearly to increase their performance (Yağar et al., 2023). Employers that give a mix of clear intentions and how they can help obtain these duties can guide the employee to increase their next performance review. It is also important for the evaluation to flow smoothly and not make it impersonal. Bringing up how they enhance the team and other achievements they have obtained is a good way to increase clear goals and productivity.
Performance evaluations from the employee perspective are about getting recognized for their accomplishments while improving on their more difficult tasks. Sometimes an evaluation feels like accusations rather than improvement strategies. Either if there is a pay increase, the meeting should be helpful and centered on new goals for the year. Individuals should be able to express their ideas and opinions clearly to increase their performance (Yağar et al., 2023). Employees should feel inspired to increase their performance by the evaluation. Workers who feel they are valued and are part of a team will work on enhancing and then advancing. Nurses are of great importance in the provision of efficient and uninterrupted delivery of healthcare services (Yağar et al., 2023). A good evaluation can contribute to the enhancement of a patient’s quality of care.
One strategy that can improve the process of evaluation is motivational interviewing. Motivational interviewing is when an employee and an employer talk about the employees’ goals and plan strategies for their professional goals. Motivational interviewing practitioners focus on guiding patients to achieve the goals they deem important using micro-skills such as open questions, affirmations, reflections, and summaries to evoke change talk and produce behavior change (Rimayanti et al., 2022). Nurses are given the freedom to design the goals they want to achieve with the help of management. Management needs to use motivational interviewing to listen to the employee and what they feel is their personal goals. This strategy gives the nurses a feeling of autonomy and empowerment in their goals.
Another strategy that management can use is shared governance. Shared governance is to include nursing on enhancing their goal through institutional meetings to promote a sense of belonging and ownership of their professional development. Nursing shared governance gives direct-care nursing staff legitimate control of their practice and extends their influence into areas previously controlled by managers (Al-Ruzzieh et al., 2022). Shared governance is when nurses develop policies and procedures for the corporation and other decisions to influence the company. Some of these decisions are staffing, equipment purchasing, and projects. Shared governance can promote increased job satisfaction, enhance job promotions, and reduce burnout.
In the author’s experience performance reviews are useless. Our company gives raises at percentages of how much they pay each employee and they are applied before any meeting takes place. Then after a few months, the management asks for a meeting and we go over concerns, and the author is asked to fill out a 3-page self-performance review which is never mentioned. In this author’s opinion, the self-review is never looked at. This type of performance review leads to employees not performing at their potential. When this happens, nurses tend to go silent and do not engage in more than their job duties require. Organizational silence on work engagement can lead employees to not address concerns before they become a major problem. Various factors including administerial behaviors, changing locations of work, concerns of being perceived as problematic, gossiping, and complaining, fear of losing one’s job, desire to protect colleagues, and lack of opportunity to express oneself can affect worker silence levels (Yağar et al., 2023). The author believes all nurses have experienced this in their careers and organizations need better solutions to performance reviews. Without a new and revised performance review, nurses will disengage from working beyond their role and job duties.
References
Al-Ruzzieh, M. A., Ayaad, O., & Hess Jr, R. G. (2022). The role of participation in and
effectiveness of shared governance councils in the nurses’ perception of a professional practice work environment. JONA: The Journal of Nursing Administration, 52(1), 51–56. https://doi-org.ezproxy.snhu.edu/10.1097/NNA.0000000000001102
Rimayanti, M. U., O’Halloran, P. D., Shields, N., Morris, R., & Taylor, N. F. (2022).
Comparing process evaluations of motivational interviewing interventions for managing health conditions and health promotions: A scoping review. Patient Education & Counseling, 105(5), 1170–1180. https://doi-org.ezproxy.snhu.edu/10.1016/j.pec.2021.08.032
Yağar, F., & Dökme Yağar, S. (2023). The effects of organizational silence on work
engagement, intention to leave, and job performance levels of nurses. Work, 75(2), 471–478. https://doi-org.ezproxy.snhu.edu/10.3233/WOR-210192
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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