One of the changes needed at my former place of employment is a change in the employee performance evaluation. The company evaluates its employees on a biannual basis. The reviews are conducted randomly, which not only creates tension but also causes employees to dread reviews. The current system also rates employees numerically which causes them to focus all their energy and time on increase their rating and neglecting other aspects that might require their attention. The company needs to change the review system and adopt a more frequent evaluation process. The company should also adopt a review method that is less reliant on numeric as the main indicator of employee performance and the basis for determining an employee’s bonus.
The change is important because employees will stop dreading and fearing evaluations and consequently increase employee morale. When performance evaluations are continuous, employees will be prepared for them and not feel harassed (Burke, 2013). Change is also important because shifting the main focus from numerical indicators will increase employee motivation because there are many tasks that employees undertake that are difficult to quantify numerically.
The change was selected because it is a change that is directed towards improving employee performance. The people change will improve the employee’s attitude (Kotter & Cohen, 2012). For example, when an employee agrees with the review process, they will embrace it as a way of assessing their achievement and are less likely to oppose it. The change will also improve the employee’s behavior and make them more loyal to the company. When employees are comfortable with the way, they are evaluated they would become motivated and cooperative. The change would increase not only cohesion between employees and management but also increase general performance.
References
Burke, W. (2013) Organizational Change: Theory and Practice (4th ed.) Los Angeles: SAGE Publications, Inc.
Kotter, J. & Cohen, D. (2012). The Heart of Change: Real-Life Stories of How People Change, Their Organizations. New York: Harvard Business Review Press.
