Respond substantively to your peers by commenting on the strategies they suggested to improve the performance evaluation process. Add your insight to the discussion.
A performance review can present a valuable opportunity for managers and staff to have a two-way communication that can result in improvements for the staff and business (Smith & Wiggins, 2017).
Two strategies for improving the evaluation process would be to providing regular feedback and consistent assessments throughout the year so there aren’t any surprises come review time (Peek, 2021). Not providing false positivity but being honest and addressing the issue head on and ending it on a positive note can go a long way in giving workers the confidence and drive they need to perform better (Peek, 2021).
I worked at a company that would do frequent check ins to see how I was doing and if I needed anything. I was new to the position, but I felt I had a good handle on the job and its responsibilities. When I had questions, I would always reach out to ensure situations were handled appropriately. My patients and their families were always pleased to have me as their nurse.
During the check ins, the manager would ask how I felt I was doing, I would reply with what I thought and an example of something that happened recently good or bad. The manager would more so just listen and not provide any feedback. These weekly “check ins” made me feel as though I was not doing something right, but she wasn’t telling me. One day I said, Is there something Im not doing?
If there is, I would like to know so I can work on it. I think a direct approach caught her off guard, but still, she didn’t provide any constructive or useful feedback. There needs to be crystal-clear clarity on both sides of the table, both in what the manager expects from the employee moving forward and in what the employee needs from the manager (Peek, 2021).
