Why Do People Hate Performance Evaluations

1
Why Do People Hate Performance Evaluations???

• Floyd College Training
• John Reiners
• September 29, 1999

2
Why Performance Evaluations???

• Effective individual performance equals effective
  organizational performance
• Effective evaluation of employee performance is
  linked to every other Human Resource issue within
  organization

3
The Heart of Effective Organizations(You Get
What You Reward!)
4
Purposes of Performance Evaluation

• Strategic
• communicate values/goals
• Developmental
• improve skills abilities of employees
• key link to training
• Administrative
• basis of decisions for raises promotions

5
Floyds Performance Evaluations

• Four categories -- staff, admin, profl,
  faculty
• primary focus is on development issues
• Ratings performed by supervisor
• self-ratings are encouraged
• Goal achievement and job behaviors
• objective evaluation of goals, subjective ratings
• ratings 5exceeds 4fully meets 3meets
  minimum 2needs improvement 1does not meet

6
Job Performance Context
Organizational Culture
Job Results
Individual Attributes
Job Behaviors
Situational Constraints
7
How to Do Performance Evaluations

• Preparation!!!
• Get training set aside time
• Review job description
• both supervisor employee
• Review performance
• ask employee for self-review
• focus on output measures observable behaviors
• focus on entire time period
• avoid rater errors

8
Rater Errors

• Halo Error
• outstanding performance on one dimension inflates
  others
• Central Tendency
• everybody has middle ratings
• Contrast Error
• mediocre performers look better in contrast to
  worst
• Recency Error
• recent behaviors dominate

9
Feedback on PerformanceEffective Performance
Evaluation is Two-way Street

• Daily process!!
• Not an once a year rating process
• Ask employees to rate themselves
• Interactive process
• active involvement of subordinate
• Focus on results behaviors -- not person
• Minimize criticism
• Agree to specific goals