Decision Making: Performance Reviews
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You are the Director of Human Resources for the internet matchmaking company, "People, people who need people.com". In recent months, your company has been sued by three employees who were laid off based on information in their performance appraisals. These employees have alleged that their performance appraisals did not accurately reflect their work and were based on inaccurate interpretations of work performance by the managers who prepared the appraisals. One employee has won her case and two others are currently pending in court.
You have done some preliminary analysis and have discovered the problems lie not in your administrative processes, but in how your managers rate and measure their employee's performance. Before you can take any corrective actions (training, etc.), it will be important for you to identify specific problems and come up with solutions that will help prevent those problems from reoccurring.
For this project you need to use your books, the full-text database, and/or other internet resources and prepare a research paper that incorporates the following:
QUESTIONS:
1. Identify and describe at least 4-6 problems that occur when managers complete performance reviews. Since the focus of our class is on decision making, focus on problems that relate to decision issues in your findings.
2. Provide specific suggestions for each of the problems you identified so that supervisors can eliminate or reduce each of the problems identified.
3. Try to avoid "general" recommendations as they rarely cover or help correct all the problems you will identify.
Any help will be greatly appreciated. Thank you.
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Solution Summary
By responding to the questions related to the scenario, this solution examines problems in decision-making as it relates to performance reviews. Examples and recommendations are provided.
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RESPONSE:
1. Identify and describe at least 4-6 problems that occur when managers complete performance reviews. reviews. Since the focus of our class is on decision-making, focus on problems that relate to decision issues in your findings. Provide specific suggestions for each of the problems you identified so that supervisors can eliminate or reduce each of the problems identified. Try to avoid "general" recommendations as they rarely cover or help correct all the problems you will identify.
I located two excellent sources to draw on. Let's take a closer look at what Johnson and Wolfe report as the main mistakes managers make during performance appraisals. They also recommend solutions to rectify the problems.
According to Johnson (n.d), there are five big mistakes that managers often make in conducting performance appraisals. Fortunately, these mistakes are easily avoided once you make a conscious effort to avoid them. Let's discuss each in turn.
Mistake #1: Waiting For The Performance Appraisal To Give Feedback
This is the biggie, and all too common. It's where a manager fails to give someone adequate feedback on their performance during the year, and then dumps it on them in the performance appraisal meeting. Unfortunately, the feedback is almost always negative, so the employee ends up sitting there in shock -- at best, wondering why his or her manager didn't say something sooner; at worst, feeling unjustly victimized. And you have to wonder -- how can a manager expect an employee to do the right things, the right way, if the manager hasn't provided any guidance or feedback all year?
The solution: make it a habit to tell your employees if they've done a good or poor job, and if it's a poor job, explain how they can do things better in the future.
There should be no surprises in the performance appraisal!
Mistake #2: Overemphasizing Recent Performances
It's all too human to remember, and give greater weight, to recent events rather than earlier events. However, this can lead to an inaccurate and unfair assessment when it comes to reviewing an employee's performance.
To avoid overemphasizing an employee's recent work, take note -- and ideally take notes -- of the employee's work throughout the year.
Mistake #3: Being Too Positive Or Negative
Some managers feel uncomfortable giving negative feedback and consequently, can omit to give employees the constructive criticism they need to improve. And then there are other managers who are instinctively too negative, leaving the employee wondering if they can do anything right!
While, ...
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