08-16-2017, 09:38 PM
Disadvantages of Performance Management
1. Time Consuming
It is recommended that a manager spend about an hour per employee writing performance appraisals and depending on the number of people being evaluated, it can take hours to write the department s PA but also hours meeting with staff to review the PA.
I ve know managers who had 100 plus people to write PAs on and spending weeks doing it.
2. Discouragement
If the process is not a pleasant experience, it has the potential to discourage staff.
The process needs to be one of encouragement, positive reinforcement and a celebration of a year s worth of accomplishments.
It is critical that managers document not only issues that need to be corrected, but also the positive things an employee does throughout the course of a year, and both should be discussed during a PA.
3. Inconsistent Message
If a manager does not keep notes and accurate records of employee behavior, they may not be successful in sending a consistent message to the employee.
We all struggle with memory with as busy as we all are so it is critical to document issues (both positive and negative) when it is fresh in our minds so we have it to review with the employee at performance appraisal time.
4. Biases
It is difficult to keep biases out of the PA process and it takes a very structured, objective process and a mature manager to remain unbiased through the process. Performance appraisal rater errors are common for managers who assess performance so understanding natural biases is an important aspect to fair evaluations.
1. Time Consuming
It is recommended that a manager spend about an hour per employee writing performance appraisals and depending on the number of people being evaluated, it can take hours to write the department s PA but also hours meeting with staff to review the PA.
I ve know managers who had 100 plus people to write PAs on and spending weeks doing it.
2. Discouragement
If the process is not a pleasant experience, it has the potential to discourage staff.
The process needs to be one of encouragement, positive reinforcement and a celebration of a year s worth of accomplishments.
It is critical that managers document not only issues that need to be corrected, but also the positive things an employee does throughout the course of a year, and both should be discussed during a PA.
3. Inconsistent Message
If a manager does not keep notes and accurate records of employee behavior, they may not be successful in sending a consistent message to the employee.
We all struggle with memory with as busy as we all are so it is critical to document issues (both positive and negative) when it is fresh in our minds so we have it to review with the employee at performance appraisal time.
4. Biases
It is difficult to keep biases out of the PA process and it takes a very structured, objective process and a mature manager to remain unbiased through the process. Performance appraisal rater errors are common for managers who assess performance so understanding natural biases is an important aspect to fair evaluations.