Performance reviews offer employees important feedback about their work, clarify the expected performance, and boost morale through the reward system (Lee & Steers, 2017). If performance reviews are properly implemented, they help employees to understand their roles better and hence improve their productivity. Failure to effectively use the proper review techniques can become stressful for employees leading to decreased morale (Lee & Steers, 2017).
My organization uses the general appraisal method. The manager maintains an ongoing communication with employees and provides feedback at the end of the year, sets new goals and repeats the process each year. I find this method to be less stressful for employees and boosts performance because employees’ performance is evaluated constantly.
The 360-degree performance review involves gathering feedback from colleagues and incorporating them in the review. This lowers employee motivation because colleagues might have a bias or use the opportunity to get back at other employees.
Sustainability is aligned to performance in both types of performance reviews. Sustainability is achieved through contextual feedback to employees (Lee & Steers, 2017). If managers make an effort to provide feedback correctly, sustainability is then achieved. However, lack of proper feedback mechanisms will lead to disengaged employees and unsustainable situation. Therefore, regardless of the performance review used the employee should be properly engaged through proper feedback.
Lee, T. W., & Steers, R. M. (2017). Facilitating effective performance appraisals: The role of employee commitment and organizational climate. In Performance measurement and theory (pp. 75-93). Routledge.
First-class discussion of the positive and negative consequences of assessment reviews on employee morale, retention, and business operations development, and if sustainability is linked with employee performance.
You discuss: “…If performance reviews are properly implemented, they help employees to understand their roles better and hence improve their productivity. Failure to effectively use the proper review techniques can become stressful for employees leading to decreased morale.…”
How do you feel about whistle-blowing now that you have read about it? Are you now more sympathetic or less sympathetic to whistle-blowers? Explain. For your organization? Is this similar / different for organizations outside KAS? And how so?
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