Tuesday, February 10, 2009
What are your thoughts on evaluating an employee?s performance based on what a manager thinks he or she deserves, as opposed to what his or her work entails? Support your rationale with examples.
When evaluating an employee’s performance some may question if the evaluation should be based on what a manager thinks he or she deserves, as opposed to what his or her work entails. I am a believer that an employee should be evaluated on what his or her work entails. A manager needs to define performance so employees and teams know what is expected of them. Employees can then focus on effective performance. Managers should set three key elements: goals, measures, and assessment. Then it is necessary for managers to use appraisals when evaluating employees. Appraisal provide legal justification , criteria, feedback, identify developmental needs, and diagnose organizational problems. A manager that would choose to assess an employee purely on what the manager thinks of them as opposed to work details sets themselves up for possible legal actions if an employee feels they were evaluated unfairly. Appraisals allow all employees to be judged on equal standards.