Performance Appraisal: Pros And Cons Of Employee's Performance

Performance appraisal was once the unquestioned way of doing things, the familiar ritual in which employees and managers sat down for an annual evaluation. If the employees were lucky, they walked away with raises, often tied to a ranking on some sort of rigid numerical scale (Fandray, 2001). For decades, companies have used the annual employee evaluations to measure an employee’s performance to separate top performers from low performers in addition, opportunity to offer compensation and promotions. Traditional annual evaluations are assessments to review an employee’s job performance, discuss expectations, help recognize employee achievements, compare various employees’ skills and identify areas to improve, furthermore

Without the proper training, real-time feedback coaching can do more harm than good and with inadequately trained managers, employees receive low quality feedback and communication gaps along with dishonesty. Notably, I prefer real-time feedback because its conducive in the workplace, moreover allows the employee to take strides to learn the job and be efficient through the direction of its managers to succeed and be more productive throughout the organization. Oftentimes, continuous feedback keeps both the employee and manager on the right track to ensure the goals of the organization are meet by keeping the lines of communication open. Furthermore, permit the managers to show compassion and gratitude towards their employees for the hard work they do to make the organization successful. Obviously, without the employees there would be no organizations to run, in fact upper management tend to forget who make up the organization, besides action speaks louder than words and with real-time feedback the employee should be sure to receive the gratitude well deserved. No one wants to go to work feeling unappreciative and treated like a number on the payroll, instead a little recognition can go a long