Introduction
Performance management limits the expense and damages those results from promoting individuals who are not competent enough. Clear goals are set to determine whether individuals can get coached in order to achieve a level of performance that can get accepted. Performance reviews that get conducted once in a year are considered infrequent and too formal for an organization. Performance management affects managers and employees.
Discussion
Reasons managers avoid management performance
Managers avoid performance management because they feel like they are in a tug of war with human resource department. Regularly the human resource department is responsible for carrying the employee appraisal process. They design the forms initiate the process and hand over the forms to employees to complete. Managers do not have a lot of input in this process and they feel undermined. For example, in the area district hospital a nurse delayed to return performance appraisal forms and hence failed to receive her salary on time. She went to complain to the manager in charge of the hospital. The manager said that he should have been informed and this caused friction in the two departments.
Managers like to focus on the process of performance management other than focus on the forms which have the extraction of evaluations for the employees. Managers dislike performance management because they do not like to embrace the recommendations or opportunities that employees require maybe due to saving on budget. For example, a manager in the immigration department got fired due to accumulating employee appraisal forms in his office and not going through them since delivery (Gary & Pregitzer, n.d.).
Performance management highlights shortcomings of managers. Performance management focuses mostly on individuals and not the team. Concentrating on individual assessment too much leaves a gap in systematic problems. Systematic problems could lead to poor performance by committed and most talented employees. For example in the government sponsored schools teachers are not sufficient and these leads to bad grades. However, focus should be on the management because they are in charge of hiring teachers.
Reasons employees avoid performance management
Employees avoid performance management because they believe that managers do not rate them on required criteria. Employees say that rating bias exists in performance management. Employees believe that nonperformance factors such as gender, race among other factors affects the outcomes as well as the rating process. For example, a hospital in New York was sued by a woman for failing to promote her for several years and only promoted her after they learnt that she could no longer bear children due to a disease that had left her barren (Leslie, 2014).
Employees also avoid performance management because their managers sometimes do not apply the required procedures leading to negative outcomes that lead to disappointments. Improper application of procedures lowers motivation of the employees and their loyalty to an organization. Problems arise when raters who are mostly managers decide to favor their preferred employees and punish the least preferred. For example, a sales staff in a local bank got fired for processing documents that his manager has signed without following the right procedures. This discouraged the sales team in the bank (ManagerAssistant.com, 2011).
Poor communication when giving feedback is another reason why employees avoid performance management. Employees believe that sometimes their managers are insufficiently trained or unprepared when it comes giving formal and informal performance feedback. For example, the use of report cards to rate employees. An employee in microfinance had trouble communicating with his manager and mostly caused friction between them. Despite his hard work he always got a rating of two in his score card.
Conclusion
Performance management improves decision making in many organizations and improve management. Performance management ensures that mutual respect exist between management and employees. Conducting performance appraisals on a regular basis will encourage employees to work hard and produce better performance that can get them promoted. Technology has made performance management easy with time.
References
Gary, R., & Pregitzer, M. (n.d.). Why Employees Dislike Performance Appraisals. Retrieved
<http://www.regent.edu/acad/global/publications/rgbr/vol1iss1/performance_appraisals.s
html>
Leslie, A. (2014). Why Managers Hate Performance Appraisal Time. Retrieved from
<http://savvychicksmedia.com/topic/business/managers-hate-performance-appraisal-
time/>
ManagerAssistant.com. (October 28 2011). Why do Managers Avoid implementing Performance
Management Software? Retrieved from <http://managerassistant.com/blog/2011/10/why-
do-managers-avoid-implementing-performance-management-software/>
