Performance appraisal practice - Essay Example

The employee realises that the manager is genuinely interested in his or her work and is therefore, motivated to perform better to impress (Attorney, 2007). Performance appraisal further encourages communication between the manager and the employee while conducting daily activities. This is because an effective evaluation method assists the employee in understanding how to interact with the manager by asking for guidance when necessary. In this way, trust and confidence is built between the manager and employee allowing them to interact more freely and efficiently.

In addition, performance appraisal enables employee development through training and career guidance. The manager gets to realize the strengths and weaknesses the employee and decide the most efficient method of approach (Attorney, 2007). Building a supportive working environment is a practice that managers can embrace to change employee behaviours. Employees are not encouraged by an arrogant boss who demands results, but instead someone who assists them in achieving their goals. It is also apparent that a manager who promotes team work in the workplace enables employees to change their behaviour.

Team spirit is a big boost for employees since they can be able to share ideas and get guidance when stuck. It is important for a manager to work closely with employees in a team to ensure that they get engaged in their work (Attorney, 2007). Q.2 There are companies that opt not to engage in annual performance appraisal on their employees. This is mainly because the leadership in these companies feel they are unnecessary and ineffective. It is evident that performance reviews are time consuming and expensive and therefore, many companies indicate that they are overwhelming to managers and employees.

In such a scenario, the performance reviews would be done ineffectively and create negative results for the company which does more harm than good. It would be a waste of time when the performance evaluation is not completed effectively in the company. Other companies indicate that performance reviews are done through human assessment and therefore, margins of error and bias is huge, this discourages the management from conducting them. More often than not, annual performance reviews are not effective and generates a stressful environment for everyone involved in the process (Attorney, 2007).

There are some advantages for skipping annual performance evaluation because if the company is not equipped and prepared they would be meaningless. In addition, the mangers need to have required skills to conduct a reliable performance evaluation on employees otherwise; it would be a waste of time. The other advantage is that it saves time and eliminates unnecessary tension within the workplace. It would be good for employees to get regular on spot feedback from their managers instead of waiting to the end of the year to carry out one (Attorney, 2007).

Organisations or an employee that does not receive performance evaluation is where there is an effective leadership and a manager who knows how to keep employees engaged. These companies have realized alternatives to performance evaluation and therefore, focus of self-reviews, peer evaluation, and coaching sessions to motivate employees to reach their objectives. The management takes upon themselves to motivate empl