Employee evaluation is important in letting them know what their performance has been over the past period. They should know what the employer’s expectation is of their work and whether they are meeting such expectations. As such evaluations should be done regularly. Evaluation meetings are important since they give an employee and the manager an opportunity to sit down and discuss performance. The two parties have the opportunity to hold a two-way conversation and share ideas of how performance can be improved (Truss, Mankin & Kelliher, 2012). As such, I believe that such meetings should be pre-arranged, and each party to the meeting should be informed in advance to prepare for the meeting. My evaluation meeting with the manager is improper since, although it was late by up to six weeks, I was not prepared for it to be conducted at the time it was being conducted. It is likely that the manager was not expecting to conduct it at the time either. Furthermore, from the manager’s assertion, I should have done a self-evaluation before the meeting. The manager was aware that I had not done it but continued with the meeting.
The manager started the evaluation meeting by enumerating my positive performance over the past period and giving credit for a job well done. That is important, and it motivates me as an employee and makes me feel appreciated (Truss, Mankin & Kelliher, 2012). He also mentions the areas where he believes I have weaknesses and believes I should improve to help in the achievement of the overall goal of the organization. I think that both the positive and negative criticism is appropriate in an evaluation meeting and in the order in which the manager presented them (Truss, Mankin & Kelliher, 2012).
The evaluation meeting was improperly prepared and conducted and hence, it is unlikely to add significant value to the performance of the employee.
Reference
Truss, C., Mankin, D., & Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press.
