Performance Evaluation: Crucial Process for Organizational Success - Paper Sample

Introduction

The performance of any organization or business depends on the practices and the behavior of the management. Also, employees are more likely to achieve better results depending on how they connect with their superiors at the workplace. However, in some cases, managers tend to avoid crucial processes such as performance evaluation, and this affects the general outcome. Performance evaluation refers to the process of measuring the results produced by the workers on their assigned responsibilities (Rodriguez & Walters, 2017). One of the goals of conducting this practice is to understand the goals of the employees, the outcomes of every operation as well as ways of assessing success. Also, through performance management, workers attain the chance to develop themselves while improving an organization. It is through this process that they set specific targets and work towards achieving them. Besides, performance evaluation allows the employees to develop both the ethical and legal evidence that they were part of particular operations at the workplace.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Traits of Effective Managers

It is the responsibility of every manager to portray specific skills and behaviors while focusing on the productivity of an entity. One of the traits of an effective manager is being innovative (Rodriguez & Walters, 2017). Performance evaluation is one of the strategies that have been embraced in recent decades. However, due to the diversity of operations in different fields, managers are expected to design new ways of assessing various roles as well as the performance of every employee. Therefore, effective managers focus on adapting to their environment while evaluating some of the existing opportunities. However, some managers tend to avoid performance evaluation because it is a process that requires innovative minds.

Also, effective managers ensure that they communicate regularly with their juniors and also provide the required feedback in time. This implies that they have to engage employees extensively and understand their weaknesses and strengths. This is one of the ways through which the workers reveal the challenges they are facing and also make suggestions on what needs to be done. Competent managers understand and provide both positive and negative feedback in the most inspiring manner (Rodriguez & Walters, 2017). Performance evaluation is a process based on communication between all the workers and their superiors. In some cases, managers prefer dealing with problems when they arise instead of conducting performance evaluations due to their inability to deliver negative feedback. However, if they fail to reveal some of the employees’ mistakes, the organization is more likely to incur losses. Effective managers incorporate criticism between the positive feedback and therefore ensure a constructive engagement (Senen et al., 2017)

Effective managers ensure that they act as a good example to others. It is the responsibility of the superiors at the workplace to ensure that they guide others through personal behavior and practices. In their research, Rohrich & Durand (2020) noted that employees are more likely to adopt the behavior of their managers. During performance evaluation, managers are expected to assess the weaknesses and strengths of the workers while encouraging them through mentorship. Therefore, some managers might avoid the process because their traits or actions do not portray them as good examples.

Managers who tend to struggle with the performance evaluation process tend to micromanage their employees. During the assessment of the duties of the workers, superiors are supposed to be free and open so that they create effective relationships at the workplace. However, if managers tend to rule over every operation, the performance evaluation process might fail. Also, some managers avoid helping their juniors in developing their careers. Employees always expect supervisors or company managers to assist them in identifying new opportunities for growth and mastery of skills. However, if the superiors avoid executing this mandate, they are more likely to experience resistance during performance evaluation.

Elements of a Successful Employee Evaluation Process

Training: Before conducting the process, the evaluators should be trained effectively regarding the set goals. This will ensure that the outcome is reliable for futuristic plans (Rohrich & Durand, 2020).

Multiple observations: A successful process should be based on numerous results and investigations. This will help in increasing the consistency of other reports.

Meaningful feedback: After observations are undertaken, managers should provide a well-analyzed and effective report that would help in the development of the employees as well as the organization.

Preparation for the Process

Before starting a performance evaluation, managers should review various job descriptions. This helps them to understand the required skills and goals of every post. They also have the responsibility of assessing performance notes from weekly reports while sampling accomplishments in every department. This provides them with information about how specific targets were achieved. Moreover, they should also identify some of the areas that need improvement, develop particular goals, and then communicate any issue with their superiors.

PERFORMANCE EVALUATION FORM

Employee: ……………….........................Job Title: …………………………………………

Supervisor: ………………………………Date: ……………………………………………...

Instructions: This form will be completed after the end of a three month period starting January 1st.

Exceptional Exceeds Requirements Meets Requirements Marginal Unsatisfactory Cooperation.

(Employee willingly accepts specific assignments) Comments Productivity (Employee achieves organizational targets) Comments Job Knowledge (Employee understands their responsibilities fully) Comments Relationships (Employee interacts well with other stakeholders) Comments Punctuality (Employee’s work delivery time) Comments This evaluation form integrates with company values and goals. For instance, employees are expected to accomplish their duties before the deadline, develop helpful relationships with other workers and the management, and also focus on improving the productivity of the organization.

References

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. https://www.researchgate.net/profile/Kelley_Walters/publication/332537797_The_Importance_of_Training_and_Development_in_Employee_Performance_and_Evaluation/links/5cefe41092851c4dd01ba833/The-Importance-of-Training-and-Development-in-Employee-Performance-and-Evaluation.pdf

Rohrich, R. J., & Durand, P. D. (2020). Mentors, Leaders, and Role Models: Same or Different?. https://journals.lww.com/plasreconsurg/Fulltext/2020/04000/Mentors,_Leaders,_and_Role_Models__Same_or.53.aspx?context=LatestArticles

Senen, S. H., Sumiyati, S., & Masharyono, M. (2017). Employee Performance Assessment System Design Based on Competence. Innovation of Vocational Technology Education, 13(2). https://ejournal.upi.edu/index.php/invotec/article/view/8268