Performance Appraisals & Problem Employees

            What I learned

            Before beginning this unit, I wasn’t really even sure what a performance appraisal meant. I figured it would deal somewhat with problem employees and disciplining them. I also thought it might mean praising an employee for doing good things. I was sort of correct, but mainly wrong.

            From our PowerPoint presentations and assigned online readings, I learned that performance appraisals are basically a report card or check-up on how employees are performing on the job. Some companies choose to have bi-annual or annual evaluations. Others choose to have monthly evaluations. It mainly is dependent on what the manager wants to do, company policy, or how many employees there are to evaluate. Most managers state they hate doing these face-to-face interviews and evaluations with the employees. They often feel it is a complete waste of time. From our assigned readings, I learned ways to make the performance appraisals more meaningful to the employer and employee.

            First, it is important to know the purpose behind performance appraisals. They can tell an employee how well they are doing at their job, their strengths, and what they can do to improve. From the company’s perspective, they can decide whether to keep the employee, challenge the employee with leadership opportunities, or terminate them. In addition, performance appraisals allow for consistency in the company. Job descriptions can be clearly outlined with company expectations and standards to adhere to. These policies are consistent for all employees, and can include benchmarks with specific criteria. Some benchmarks are 3-scale, such as “Poor”, “Average”, and “Exceptional.” Others can be 5-scale, including “Not Met,” “Low-Met”, “Met”, “High-Met” and “Outstanding.” Numbers 1 through 5 can be used with 1 being the lowest score and 5 as the highest. For example, “Poor” would mean the employee does not meet expectations, does not complete their job description and basically needs a new job. (They can be successful elsewhere). A rating of “Average” means the employee completes the job description as outlined. The employee is a good employee and is dependable. An “Exceptional” rating would mean the employee exceeds expectations and goes above and beyond what is required of them. Often these employees should be told how great they are and given opportunities for growth in the company. This way, the employer can expect to retain them. It is important to remember that the common employee will likely score a “3” or “Average” in their employee appraisals. This still means they are a great employee and valued.

           

            When performing the evaluations, it is important to have the employee grade themselves, as well as the employer give a rating. Peer evaluations from staff members with leadership positions are helpful to give a better picture of how the employee functions on the job as well. The face-to-face interviews needn’t be long. About 5 minutes seems an effective amount of time. This way the employee leaves the interview knowing what is expected of them, what they can improve upon, what their strengths are, and feeling valued so they will desire to continue working for the company. They will also know the company goals and how they can best accomplish them.

            In addition to learning about performance appraisals, I learned about the dispciplinary process to follow when confronted with problem employees. Terminating an employee is in the top three things bosses hate to do. By establishing a process that all employees are aware about, the job of disciplining or terminating an employee can be made easier.  

            First, one must understand that disciplining someone means correcting their undesired or inappropriate behaviors.  When disciplining an employee it is important to do your research beforehand. Ensure the employee is really doing what they have been accused of. Gather facts in writing. Speak with other staff members with leadership positions. Next, take the employee aside privately and have a witness present. An HR member is preferable. The steps for disciplining include a verbal warning first (written down and signed by employee), a written warning next, and then a final warning. If the employee still does not change their inappropriate or undesired behavior, then the employer can move to terminating the employee. It is important to be kind and respectful with each of these warnings. Documenting everything is a must. This protects your company in the future against any legal appeals. Lastly, never discipline or terminate an employee on a Friday. There have been cases of employee’s taking their life on the weekend after learning they were fired. Being kind in the process and treating the person how you would want to be treated is best.

My Thoughts on Team Activities

            This week we participated in three different discussions, including creating benchmarks for performance appraisals, choosing the greatest leader of all time, and how we felt we should discipline an employee. I learned from my peers that real-life happens, and it is important to understand this with problem employees. Yet, at the same time, once you have spoken with this employee, it is important that change takes place afterwards. If not, the discipline process should be implemented with the next steps of a written warning, a final warning, and then termination.

            I thought it interesting that one of my peers chose Jesus of Nazareth as the greatest leader of all time. I had written the same thing. He was very influential with his perfect attributes, his service to others, his belief in others to learn and grow, and the fact that about two billion persons still believe in him, with that number growing. Our group came to the consensus that he was the greatest of all, and he alone.

            I enjoyed learning the criteria my team members came up with for the benchmarks prior to discussion. I think I have super high expectations for others. One of my peers seemed more realistic in their expectations. It made me reflect why I was this way. I guess it is because I work very hard and expect the best of myself. Because of my own high standards, I know others can achieve these same standards through hard work and dedication. Sometimes they just need to be taught how. I feel I could help exemplify that if I were in a leadership position.

How I will utilize the information I have learned?

            I plan to use the information I have learned when I am in a leadership position. I will include the disciplinary process for problem employees and do biannual performance appraisals. My interviews will be short, about 5 minutes maximum. Although, I plan, as a leader, to make daily rounds on the floors, to ensure I have personal relationships with each of my staff members. This way they will feel needed, important, and that what they do matters for the corporation.

My Personal Feelings

            I loved learning about the discipline process. I do not like confrontation. Although, what bothers me more is when my fellow staff members are not performing their job well, and making others pick up their slack. From the lecture presentation, I have now learned the proper steps to discipline an employee. This way they know what is expected of them. Having a plan or outline in place, makes it easier for me to be able to confront the individual to help correct their undesired or inappropriate behavior. It no longer seems like confrontation to me, or a scary thing to do.