Negative traits associated with Employee Performance Evaluation

In conversations with many HR leaders and employees it can be clearly identified that Employee Performance Evaluation along with all its potential advantages have equal drawbacks as well. Determining the coordination between individual job performance and organizational performance can be a difficult task at the HR manager's head. For which Employee Evaluation process suffers from the most contempt around the world by the employees, managers and the whole organizations too. Some of the negative traits associated with Employee Performance Evaluation are as follows:  In a large and global organization the managers are not familiar with all the employees as some are newly hired and some are recently transferred to the project or some may either not bothered about the crew. When such managers are forced to carry out Employee Evaluations they are confused as they barely know the team and score them inappropriately. This leaves a major dispute concern between all the employees. Sometimes these managers also rely on reviews from their friends or the ex mangers leaving a result of uncertainty in the evaluations.  In some cases managers completely focus on the persons characterizations or personal traits like commitment, knowledge or behaviors and deliver their reviews. In this matter the actual Employee Evaluation is not carried out and ends up being a personal evaluation or appraisal. Nevertheless the positive ranked employees have no issues with it but the ones with negative marking are left unsure about the process.  As managers are not measured or held accountable for providing accurate feedback they carry out favorable decisions in the Employee Evaluation process. They rate the employees based upon the personal relation of an employee with them and award them in accordance with theta leaving an unfair appraisal scoring. Lack of accountability is the major concern for such issue.  Some managers often feel they don’t own the process personally, so they invest only little in it and proceed to blame HR for everything at the end. Thus end up doing quick evaluations without proper analysis and review, leaving a feel of dissent in the employees.  In many organizations, managers are not fully trained on how to evaluate and give honest feedback to the employees they are appraising. Also, if the process includes a career development program, it is even more likely that managers will not know how to enhance the career path of their employees. They will only focus on the job of finishing up their Employee Performance Evaluation without caring about the other aspects of employee improvement and career guidance.  Some managers are naturally easy rater while others are not so. As a result, employees working under easy managers have a better chance of promotion due to their higher scores. Having a manager with poor ratings may hamper an employee’s career if they are up to the mark also. And if performance appraisal is blotched, you can expect a decrease in employee engagement, trust, employer brand strength, teamwork, and innovative contribution towards the organization.  In some organizations, there are cultural norms and values that influence performance appraisals. For example, in one organization new hires were automatically given an average rating for their first year, regardless of their actual performance. This will discourage the top performers and make them feel cheated. However, all these drawbacks of the Employee Performance Evaluation ill not have an impact on the performance of employees but also the overall operations of an organization will be affected. As the employees play a major role in the company’s success their content and thinking should also be considered when conducting Employee Evaluation process. Learn more at http://www.bullseyeevaluation.comrn