Problems When Managers Complete Performance Reviews

  1. Performance reviews are an essential part of the employee’s job satisfaction. All employees want to receive feedback and the rewards that come with meeting and exceeding their employer’s expectations. In an AllBusiness article, "Performance Appraisals: More Than Just Going Through The Motions," the sentiment about performance appraisals is described as, "The yearly performance appraisal has become one of the most dreaded requirements for both employees and managers alike. What was once viewed as a valuable and reliable source of managerial feedback is now often seen as nothing more than a necessary evil to be conducted and concluded as quickly and painlessly as possible."

Lack of Training

  1. Employers use a variety of performance review forms and practices for conducting employee evaluations. Regardless of the length of time the employee’s manager has been in her supervisory capacity, it cannot substitute for learning the procedures used by a newly formed small business. A member of the human resources team--usually the human resources manager--provides training to supervisors and managers on how to conduct a performance review. Supervisors and managers are expected to be familiar with the company philosophy concerning performance, productivity and improvement. In addition, supervisor and manager training on performance reviews includes the following: every aspect of how to engage the employee in a discussion about her performance, how to explain performance standards and how to synthesize the information shared during the appraisal meeting to arrive at a conclusion about the employee’s performance. Understanding the employee’s job duties and responsibilities are also critical parts of managers conducting effective performance reviews.

Inability to Evaluate Objectively

  1. Managers are obligated to conduct a performance review from the manager-to-employee perspective only. Any personal feelings, whether positive or negative, are removed from the evaluation process to review employees’ performance from a completely objective position. Similar to a schoolroom environment, some employees are considered the manager’s “pet,” which can have a positive, though not purely objective, effect on the performance review. Other employees with whom the supervisor or manager may not have a good relationship with can render an unfair performance review. If there is a possibility that a manager’s personal knowledge, friendship with or interaction with the employee on a personal basis, there is reason to carefully consider the comments contained in the employee’s evaluation.

Inattentiveness to Deadlines

  1. One of the most aggravating problems concerning managers conducting performance appraisals is inattentiveness to deadlines. This is a problem that stems from poor time management skills; some managers procrastinate until the appraisal meeting is near before they begin to prepare the performance appraisal forms. This is not enough time to recall performance throughout the past year, and results in a rushed and possibly incomplete employee evaluation. When annual salary increases and bonuses are contingent upon completion of the performance appraisal, it can lower employee morale, which consequently impacts overall performance in the workplace.