Performance Appraisal Group Project

Group members include Ashley Alonso, Hiromi Hodgeman, Ma Burgos, and Stacey Holcomb

Topic: Performance Appraisals

6 Responses

  1. Beth Welsh at |

    Great presentation. I really like the frequent coaching concept. I think it is much more beneficial than yearly evaluations. In my experience, employers coach and talk with the employees that need improvement but lack praising the ones that are exceptional on a daily basis. Performance appraisal is important for all employees regardless if they have areas for improvement. It lets them know they are doing a good job and keeps them motivated to continue to do a good job. Also, I believe there are always areas for improvement, no one is perfect.

    1. mlsaracco at |

      Performance appraisals are some times selective in what they are evaluating. For instance, where I work, attendance is not being evaluated. Also they are missing the big picture, such as who is really doing the work.
      I did not realize that employee appraisals were started in 1911. You mentioned 360s as well. Those can be trouble too in that you can have a disgruntled employee evaluating someone that they do not like.

    2. saholcomb2 at |

      Hi Beth,

      I agree with you regarding frequent coaching. My feeling is that if there is something that I need to improve on, and I am aware of it, I will make an effort to improve. So…if there is an area in which I am lacking, and it takes a year for me to make adjustments, it is something deficient that I am not aware of,and it needs to be brought to my attention. Why wait a year to let me know? I think a simple 5 minute quarterly “check-up” would help.

      This would help those that need a little push, as well as those that are at the top of their game and deserve acknowledgment.

  2. Miranda Marlin at |

    Great presentation. I agree that there is a lack of consistency when it comes to performance appraisals. There is too much subjective aspects to an appraisal and each person that conducts the appraisal can score it differently than the next and the can even score it differently from day to day depending on the person they are appraising or the mood they are in when conducting the appraisal.

  3. Christy Rothchild at |

    I like the positive connotation that the word “coaching” brings. Performance appraisal sounds negative, like you will be stripped and put on stage and told the 101 ways you stink at your job. That’s not always true, there’s some positives but when it comes to doing better, it seems like the goal always is, do better, don’t stink so much. There were never ways to improve, how the management or systems could be researched to find a better way of doing things. Is it a personal problem or is it a systems issue? At least this is my personal experience with performance appraisals. I hope that you all have had better experiences.

  4. sctucker at |

    Hi,
    I enjoyed watching your powerpoint. I found it interesting that performance evaluations are as old as they are! With that being said, in my opinion, they need to be updated. I find that the performance evaluations are more subjective than objective and that they can change depending on who is conducting them. I like the idea of “coaching” and find that would motivate me more than the current system in place at my facility which is the performance evaluation.

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