Performance Evaluation Essay Assignment

Consider the performance evaluation review from both the employee and the employer perspectives. Identify two strategies for improving the process of evaluation. You may consider your own experience in answering this reflection.

Performance evaluation is intended to measure the quality of work contributions. It serves as an opportunity to highlight the value of each employee. There are two strategies for improving the performance evaluation process. First, syncing employee progress, goals, and performance criteria. There is a need for the employees and employer to have a clear understanding of what entails good and poor performance. This is achieved by clearly communicating the performance criteria. This communication would help the employees and employer to measure impact, define success, prove that the implemented performance plans are working, and determine what steps to undertake next (McDonald & Hite, 2023). The performance rating and criteria can be difficult to communicate. However, this can be achieved by engaging the supervisors and managers to act as interpreters of what the performance review entails, even as they introduce qualitative context to the performance. This strategy approaches performance review with a coaching mindset that highlights and distills information to make it easier for the employees to understand and implement (Williams & Steelman, 2019). In addition, the strategy enables managers to provide emotional support by letting the employees not dwell on the negative aspects of the evaluation but to instead focus on what they are doing well while uncovering new opportunities for corrections. Each conversation on performance evaluation presents an opportunity for building trust. It helps the employees understand what they are in the organization and allows them to share and provide guidance on where they need to be (Altman, 2021). Performance Evaluation Essay Assignment

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Second, gathering and applying employee data and examples to guide the performance review. The performance evaluation should be based on objective opinions informed by data rather than on subjective opinions. The evaluator should approach the performance evaluation review with rich data from a variety of sources. The data helps in guiding the review conversations while building a more meaningful relationship. The data can be gathered from hiring documents, feedback from colleagues, previous performance conversations, talent review ratings, and engagement survey responses. These different sources of data provide a way of shedding light on the different aspects of employee performance. The more data is available from many different sources, the greater the context to the difficult performance conversations, thereby making them real and easier to turn positive. Leveraging data in the performance review creates a perception of fairness in the results, making the whole process more authentic for the employee (Armstrong, 2023). Besides that, this strategy helps in creating a feedback culture rather than having a stand-alone review event. The feedback makes the review process less daunting, supports performance, and eliminates surprises. Additionally, the data makes it easier to update the performance indicators to ensure that what the organization values is reflected in the performance categories being measured (Weiss & Hartle, 2023). Furthermore, the data-driven approach ensures that the process remains transparent and future-focused as it gives the employees an opportunity to address and correct their performance in real-time and continuously, even as they see how their work aligns with the organizational goals. Moreover, it enables the reviewers to ask the right review questions that keep on the topics that are important to the success of the employees and organization (McDonald & Hite, 2023). Performance Evaluation Essay Assignment

References

Altman, J. (2021). People Strategy: How to Invest in People and Make Culture Your Competitive Advantage. Wiley.

Armstrong, M. (2022). Armstrong’s Handbook of Performance Management: An Evidence-Based Guide to Performance Leadership. Kogan Page.

McDonald, K. S., & Hite, L. M. (2023). Career Development: A Human Resource Development Perspective (2nd ed.). Taylor & Francis.

Weiss, T., & Hartle, F. (2023). Reengineering Performance Management Breakthroughs in Achieving Strategy through People. Taylor & Francis.

Williams, J. R., & Steelman, L. A. (Eds.) (2019). Feedback at Work. Springer International Publishing. Performance Evaluation Essay Assignment