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Performance Reviews Discussion #3 April 29, 2010

Posted by Benjamin Frizzell in Uncategorized.

Many companies perform periodic performance reviews.  There are mixed feelings about these reviews amongst the workforce.  Please click on the link, read the (fairly one-sided) article, and then reply to my blog on your feelings regarding performance reviews.




1. K Castillo - April 29, 2010

Ok The thing that I have observed about yearly reviews is that it is not a “Yearly Review” its what u did in the time period your supervisor decided to watch you so he can do your review. That being said I guess that reviews are needed to be fair with yearly wage increases or promotion eligiblity. I have only ever had yearly reviews so maybe it would be different if they were more frequent. On the other hand the best thing about getting a review is usually and hopefully you get a raise.:)

2. Megan Perry - April 29, 2010

I am not a fan of yearly reviews. I think if a company is truly working as a team, management is aware of the productivity, professional capacity in which someone is handling themselves and the level of growth each person attained during the year. Recognition, praise and open communication should be a cornerstone for any successful business relation. On a second note, one shouldn’t need a yearly review to be told how they are doing. If you have a responsible, mature, committed employee; they are task oriented, ready to help other fellow employees and always putting forth 100% in their daily work. Self acknowledgment of doing a good job should mean more to you than someone’s opinion. After all, you have your whole life to live up to your own expectations and only 40 hours a week to live up to theirs.

3. LaVerne Couch - April 29, 2010

As for me I do not think a review is a waste of time, I could be big headed and know I’m doing a great job! But on the hand my manager might know differant. So a review would let me know what the real deal is. Where we can discuss things. And acorrding to the manager things will be work out.

4. Misty - April 29, 2010

I’m not going to lie, I was for reviews before I read this article. Thinking about it now and in regards to a previos review, they aren’t very helpful. It’s better to give good, as well as constructive, feedback throughout the year!

5. Tatiana - April 30, 2010

I never agreed with having performance reviews. They seem too generic and don’t offer any true opinions on the employees’ work. Most people associate performance reviews with a salary increase; which is probably why hardly anyone complains about it. In the article it states that ‘They are too structured and formal.’ I believe in a more informal review, one that is continually given all throughout the year. If management sees their employees doing well then offer praise right then and there. If the employee needs some constructive criticism then offer it. That way the employees feel more content in knowing management is there for support and not dreading the next performance review!

Natalie Davis - April 30, 2010

I personally don’t need a review or update on how well I’m doing my job. But it is nice to hear “good job” once in awhile, every one likes to hear that sometimes. I try to stay away from approaching my boss about such things, I figure he’ll let me know if I’m not doing something wrong, anyway no news is good news.

6. Mari Perez - April 30, 2010

I think review are a good thing , it helps me to know if and where i am doing something wrong. I do think that everyone likes to her that they are doing a good job or not.

7. Nicole Banuelos - April 30, 2010

I like to know how i’m doing from time to time, I dont really need to have a review each year. I really dont care either way.

8. Clark Nakamura - May 4, 2010

Management style is the answer to this debate in my opinion. If you have an affective manager that is open to two-way communication and great at pointing out your areas of improvement as the year progresses, then you might not be a candidate for this type of review. Some managers are promoted to management, inherit management or find themselves in that position when they have no abilities to lead in the first place. In these cases, this “forced communication” is usually as good as it gets. Yes, you’re going through a lot of fluff and maybe nothing huge gets done, but a little communication is better than none.

9. Kristie Olson - May 5, 2010

Performance evaluations are simply a technique used to communicate performance levels, contribution levels, focus goals and establish training needs for employess. In order for any type of performance evaluation to be effective there are many things that need to occur. Evaluations are typically regarded by both parties as an effort in wasted time if they do not meet the criteria to be effective. The evaluation form used must first fit the position that is being reviewed. Not all evaluation forms are applicable in different types of positions to give valuable feedback. For more task oriented positions a likert scale form would be valuable to use. However with a position that requires more decision making abilities and action oriented goals a project evaluation or management level evaluation would be needed. Performance evaluation information should never be a surprise to the individual being evaluated. Communcations should occur throughout the year for both management and the employee to continue to focus on established goals and growth. Typically these meetings should happen monthly to quarterly. Too many times this communication tends to be regarded as something to be done “when there is time” and is pushed out too long or until something goes wrong and communication is now discipline, damage control or review time again. Consistency is another area performance evaluations need to meet to be effective. If done inconsistently from year to year and/or within a department or company it can damage the effectiveness of the process. Performance evaluations are a valuable tool in any employees employment cycle when used effectively, consistently and not as a weapon. Whether or not your company does performance evaluations or not is heavily determined by the top management’s view of the process. If not highly regarded within the organization it is doomed for failure. I could go on and on but you really don’t want me to write a book do you?

10. Sandy Stiles - May 6, 2010

I disagree with the articles view on performance evaluations. My own experiences have been quite positive and I almost look forward to receiving them. It is good to know what is expected of you and how well you are doing your job. We all have our own perception of how we perform our daily tasks but sometimes it is good to have that reinforcement be it positive or negative.
I do agree that the bottom line comes down to good management. A maanger who is in tune with his “team” and has open lines of communication does not wait once a year to rate how a worker is performing. Daily interaction and being involved with the dynamics of their department is the key to sucess.

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