Trends Of Performance Appraisals : The Employee Appraisal And Difference Between Managing And Coaching
The employee appraisal process often strikes great fear into both employees and managers alike. The often repetitive, ineffective nature of most appraisals leaves a negative connotation that renders this process useless. Organizations have changed greatly since the turn of the Industrial Revolution, and as a result, so should the way we treat and manage employees. After evaluating the history of classical management, the importance of employee engagement and difference between managing and coaching it is clear that a solution that utilizes the three components mentioned above is needed to replace the traditional approach to performance appraisals.
Problems associated with the traditional review process:
1) Timeliness- Traditionally Performance Appraisals are held annually. Meeting just once a year to discuss 12 months’ worth of performance is ineffective at improving performance. Issues need to be addressed timely and frequently so employees can make needed adjustments.
2) Uncertainty- Often goals are not clearly defined by managers in advance leaving employees to their best guess at what is expected of them.
3) Accuracy- With historical systems of annual review employers and employees rarely see eye to eye when evaluating performance. Employees typically rate their performance higher than Employers do. Which, can cause conflict and unhappiness.
4) Ineffective- Issues stemming from timeliness, uncertainty, and inaccuracy render the…