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Conducting a Performance Appraisal Review (Problems in Performance…
Conducting a Performance Appraisal Review
Performance appraisal: "both a system of papers and procedures designed by the organization for use by its managers and an interpersonal process in which manager and subordinate communicate and attempt to influence each other." p.2
Problems? Within the system, the objectives it is intended to serve, and forms and procedures that make up the system
Goals of performance appraisal
Org Goals
Evaluation Goals
1) to give feedback to subordinates so they know where they stand within org
2) to develop valid data for pay and promotion decisions and to provide a means of communicating these decisions
3) To help the org in making discharge and retention decisions and to provide a means of warning subordinates about unsatisfactory performance
Coaching and Development Goals
2) Develop commitment to larger org, career planning, and career opportunities
1) Counsel and coach subordinates
3) Motivate subordinates through recognition and support
Strengthen supervisor/subordinate relation
5) diagnose individual and org problems
Individual Goals
Conflicts: want feedback, but have difficulty accepting it if it is not favorable.
Self-development requires openness to feedback
Conflict between individual and org goals
Individual desires to confirm positive self-image, while the org wants the individual to be open to negative info.
Conflict is over exchange of "valid information"
Problems in Performance Appraisal
Due to conflicts, supervisors and subordinates are ambivalent to performance appraisal process
Supervisors are not open with their subordinates and subordinates are ambivalent when receiving negative feedback
Feedback and defensiveness
Evaluation process tends to put manager in "judge and helper" position
Creates defensiveness
Avoidance and Defensiveness Combined
When managers are ambivalent about performance appraisal. They look at it as a need to fulfill in their duties
Nonevaluative Evaluation
Finding a balance so that you can have a frank and open discussion that meets both individual and org needs.
Potential Solutions to Appraisal Problems
Major factors influencing outcomes
1) designed to minimize negative dynamics
2) interview process, the quality of comm between boss and subordinate, can help to minimize problems
3) Ongoing relationship between boss and subordinate will have major influence on the appraisal process and outcome
Appraisal system
Distinguish roles between helper and judge. Create two appraisal interviews
Narrowly focus feedback on specific behaviors or specific performance goals
Equalize power prior to meeting
Radical idea: eliminate formal appraisal systems
The Appraisal interview
Must be designed with a mix of objectives suited to the subordinate
Three traditional methods
1) Tell and Sell Method
2) Tell and Listen Interview
3) Problem-Solving Interview
NEW model
Mixed-model interview
1) Scheduling
2) Agreeing on content
3) Agreeing on process
4) Location and space
5) Opening the interview
6) Starting the discussion
7) Exchanging feedback
8) Manager's Views
9) Developing a plan for improvement