CASE 3

Case 3

 Kerkko Jahnukainen

A Performance Appraisal Horror Story (With A Happy Ending)



The article talks about an employee who had a very bad experience with a company's performance appraisal. He thought he had been doing well in his job, but when it came to the feedback he was shocked to learn that his employers (also his colleague) was not happy with his work.

In this case, its seems that the employee wast given clear goals or even perhaps not even celar introductions on how to his job. Also, there seemed to be a lack of communications between the supervisor and the employee and all the critique was left for the feedback session, which is very abd for the the worker as well as the company.

Maybe the feedback should've been more constructive and not so "devastating" to the point where a person debates leaving the company as that is never the point of feedback but rather to increase performance and in the best case boost the morale of an employee.

It is not said in the article about which measuring method they used, but it migth have been the wrong one in this case.

It is good that supervisor noticed the mistake they made in the evaluation, and corrected it. And instead of giving a lot of negative feedback to "help" the employee instead they came up with goal for him achieve making it clearer what exactly he had to do in his job. They created an action plan to empower the working and it really paid off. Sometimes directing an employee is better than just yelling at them that they are doing things wrong and need improvement. It also clear that the company needs that have more inner communication between the employees and supervisor not just during the evaluations.

In this case perhaps the relationship of the employee and supervisor played a part as it said that did spend a lot of time together so maybe the supervisor was uncomfortable with giving feedback before he abpluytry had to. This might have played some part int he scenario.


https://ezproxy.haaga-helia.fi:2169/readonline/9781292097244




Problems with perovmance appraisals:


Poorly Trained Managers

Inconsistent Ratings

Lack of Outcome-Based Measures

Not Used for Performance Improvement


http://smallbusiness.chron.com/problems-performance-appraisals-1913.html


How to get the most out of your performance appraisal

1. Acknowledge that it's necessary
2.Think about context
3.Assess your attitude towards your job
4.Make a wishlist
5.Make sure it happens
6.Prepare
7.Follow up
8.Consider your future
9.Be persistent
10.Get feedback regularly

https://www.theguardian.com/careers/careers-blog/performance-appraisal-career











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