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-Initial response :
Your workers complain that they don’t like the performance appraisal system since it seems like all they get is negative evaluations and feedback. What approach to performance feedback could reduce this problem? Describe how this approach would differ from the traditional approach of focusing on weaknesses.
-Response to two students post by agreeing or disagreeing
If the performance appraisal system is not done well, the system may not be effective and employees may think all they are getting is negative evaluations and feedback. Our textbook discussed “The System or the Person” issue. The concept of this idea is that managers consider what they can change about the system in which employees operate for quality management. I believe that a performance feedback approach that focuses on both the person and the system would be most effective. According to the textbook, managers should be careful not to overemphasize the focus of attention on the employee but should also ask what they can do to make the system more conductive to high levels of performance. If employers were to address where the employee struggled but acknowledge that they are working to improve the system to allow the employee to more easily thrive, I believe employees would have less of a negative outlook on the appraisal process. This approach would differ from the traditional approach of focusing on weakness. Instead of placing the blame solely on the employee the employer would also be addressing the weaknesses of the system.
The approach I personally would use as I would like it to be used on myself in a performance review would be the 360-degree feedback approach. This approach combines the feedback of peer, subordinate, and self-review. By offering this approach and receiving feedback from many people within the company it Is bound to gather a well-rounded performance appraisal for the employee.
Additionally, I believe in focusing on both strengths and weaknesses in a review, not just weaknesses. Although it is important to point out what the employee can be working on and improving it is just as important to let them know what they are doing well in their role. By only focusing on negatives, it removes a lot of motivation from the employee to improve. Sitting in an hour meeting and only hearing negative things about yourself would put anyone in a slump. Moreover, letting someone know what they are doing well and encouraging them to work on their weaknesses and eventually turn them into strengths can alter the conversation to be more uplifting and motivate the employee to want to do better.
Furthermore, combining the 360-degree feedback and adjusting the review to focus on strengths equally, if not more, in the performance review can alter the employee’s mindset in a positive way. They are feeling supported by their peers and supervisor to focus on their weaknesses and improve them but also know that they are performing well at their job and are meeting the companies needs and requirements. Like any human, we all have areas of improvement so realistically we all should expect some negative feedback as it drives us to improve ourselves even more to become a well-rounded human.
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