When it comes to managing performance at work, a lot of people cringe. Managers think employee appraisals are a waste of time. Employees rarely get the proper feedback and guidance from their supervisors. And HR, well, we are the ones who are supposed to make those two unwilling parties play nice so we can “get through” yet another review cycle.
If that sounds anything like what you deal with, let me hear an “amen.” :-)
Seriously, though, it is a problem. If you asked anyone, they would say that they want their employees performing at the top of their game. But when it comes to giving critical feedback about performance, most people shy away.
Recently I wrote a series over at my other blog about this phenomenon and how to make it more manageable. I highly encourage you to check it out!
Table of contents
- Annual Performance Reviews
- Benefits of Performance Appraisals
- Comments for Performance Reviews
- Employee Review Process Horror Stories
If you have a specific problem or issue with your own performance management system, feel free to leave a comment! I would love to write something that might give you some ideas on how to solve it.