There are many formats to use when it comes to employee evaluations. So, how does a person know which one to use? The answer is simple, design an employee evaluation that works for the organization. All companies are not the same. One size does not fit all when it comes to employee assessments (Scott & Einstein, 2001). Furthermore, the employees and supervisors are different; each has a distinct role within the company. The organization culture is also not the same. One will discuss the advantages and disadvantage of having the supervisor and subordinate completing sections of the appraisal form. As the reader learns from the case study of CRB Inc, there were positives as well as negatives to the performance evaluation feedback provided by
…show more content…
The employee shares their point of view indicating why their performance is not up to par. The individual may lack training, tools, personnel support or a safe working environment. Second, the employee can offer suggestions on how to improve their performance. They can provide a positive feedforward to solve issues in their work performance. Still one must also consider the disadvantages of an employee evaluating himself. They can give themselves a higher or a lower rating (rating inflation or deflation) on the evaluation thus skewing the overall performance appraisal. Lastly, they may not be honest in the feedback because the supervisor might retaliate against …show more content…
The evaluation can be beneficial if the information obtained is honest and can be used to help the individual, rather than punish them for their shortfalls. In a 360 evaluation, several people are involved in the evaluation process from the supervisor, subordinates, and co-workers. The information obtained may be useful if the evaluator is rating the performance of the individual and not being biased (Aguinis, 2013). Frequently when outranked employees complete the appraisal form they can be harsh on an individual especially if they dislike the person. On the flip side if the subordinates are truthful a lot can be learned as to how they perceive this person as a leader. Nevertheless, the first step in 360-degree evaluation, allows the employee to reflect on the past, present and focus on the future. What does the employee need to be prosperous within the organization? Is there skill are necessary to become a sufficient performer? This step encourages the team member to recognize how well he or she completed the performance plan from the previous evaluation or most recent discussion. Therefore, the employee takes pride in his or her improvement in areas noted in the earlier review or most recent consultation. Discussions must happen the supervisors must understand what he or she wants to learn or do next, including pursuing distinctive
The employee shares their point of view indicating why their performance is not up to par. The individual may lack training, tools, personnel support or a safe working environment. Second, the employee can offer suggestions on how to improve their performance. They can provide a positive feedforward to solve issues in their work performance. Still one must also consider the disadvantages of an employee evaluating himself. They can give themselves a higher or a lower rating (rating inflation or deflation) on the evaluation thus skewing the overall performance appraisal. Lastly, they may not be honest in the feedback because the supervisor might retaliate against …show more content…
The evaluation can be beneficial if the information obtained is honest and can be used to help the individual, rather than punish them for their shortfalls. In a 360 evaluation, several people are involved in the evaluation process from the supervisor, subordinates, and co-workers. The information obtained may be useful if the evaluator is rating the performance of the individual and not being biased (Aguinis, 2013). Frequently when outranked employees complete the appraisal form they can be harsh on an individual especially if they dislike the person. On the flip side if the subordinates are truthful a lot can be learned as to how they perceive this person as a leader. Nevertheless, the first step in 360-degree evaluation, allows the employee to reflect on the past, present and focus on the future. What does the employee need to be prosperous within the organization? Is there skill are necessary to become a sufficient performer? This step encourages the team member to recognize how well he or she completed the performance plan from the previous evaluation or most recent discussion. Therefore, the employee takes pride in his or her improvement in areas noted in the earlier review or most recent consultation. Discussions must happen the supervisors must understand what he or she wants to learn or do next, including pursuing distinctive