Performance Appraisals Don't Work - What Does?
- Publication:
- Journal for Quality and Participation
- Date:
- March 2007
- Issue:
- Volume 30 Issue 1
- Pages:
- pp. 6-9
- Author(s):
- Heathfield, Susan
- Organization(s):
- Heathfield Consulting Associates
Abstract
The traditional process of performance appraisal is basically flawed. It reflects and supports an outdated, autocratic mode of management that relies on organizational charts and fear of job loss to keep employees in line. Many managers are so uncomfortable in the role of judge that they avoid the process at all costs. A performance management system, on the other hand, creates a work environment in which people are enabled to perform to the best of their abilities. Feedback to each staff member occurs regularly, and individual performance objectives are measured and based on goals that support the overall goals of the organization. The plan establishes the organization’s commitment to help each employee to continue to expand his or her skills and knowledge.