THE QUESTION THEY REPLIED TO:
THE QUESTION THEY REPLIED TO:
Posting – Review the performance appraisal process and appraisal form used by your current or former employer. Also, review other appraisal issues. Do you think that performance management is implemented correctly where you work? Why? What are the current 21st-century best practices in performance management, and what is your opinion of those?
GINA RESPONSE
The performance appraisal process is very unique where I work. We use what is called a work compass. These are a specific set of goals or changes that the company wants to see that they assign you to work on throughout the year. All of the year end bonuses and salary increases are tied to the work compass and whether or not you are able to meet those goals decided by yourself and your manager. At the end of the year, you meet with your manager and discuss if you were able to meet your work compass goals and projects.
I personally believe that the performance appraisal process should be extremely different in my company. I think a formal review process with individual development goals and ideas would be a much better measure and assessment of performance (rather than assigning projects). I think the current process measures the ability and willingness to press further and do extra work, not necessarily the performance of day to day tasks.
The method of my previous employer was to have a formal performance review with attainable goals and learning. There was a 6 month check-in to see how you were progressing, and then at the annual mark, if you were able to meet the reasonably set goals, then you were liable for an increase and/or promotion based on if you were able to meet those goals. I think this was a better method of analyzing performance instead of your ability to be able to go above and beyond your normal day-to-day tasks and complete a pending project.
What would I do? I would offer peer based performance reviews. I think that the best way to measure how you work is to ask the people that work around and with you on a day to day basis. I think that peers should review the performance of their other peers, meet together to go over the review, and then both team members can discuss with their managers. A manager does not always see the day to day operations of their direct reports, so a peer review would be better.
TJ RESPONSE
Enterprise Car Rental uses a comprehensive performance appraisal process that includes yearly performance evaluations conducted by managers. The appraisal form includes criteria such as customer service skills, sales performance, teamwork, and adherence to company policies. The process also involves setting performance goals and expectations, going forward and providing feedback on areas for improvement.
In my experience, performance management at Enterprise Car Rental was implemented effectively overall. Managers were mostly attentive to employee performance and provided constructive feedback. However, there were occasional issues with consistency in evaluations and feedback across different managers because my location has a revolving door of management which sometimes leads to inconsistent understanding of my overall performance.
In the contemporary landscape of performance management, the emphasis has shifted away fostering a culture of continuous feedback and coaching. This approach recognizes that employees thrive when they receive yearly, constructive feedback that helps them understand their strengths and if employees need to improve in some areas, they enlist a coach to guide and nurture them to improve. At Enterprise Car Rental, I observed this principle in action, with managers actively encouraged to engage in ongoing dialogues with employees to support their growth and enhance their performance. This not only benefits individual employees but also contributes to the organization’s overall success by ensuring that everyone is working towards common goals.
Moreover, 21st-century best practices highlight the importance of goal setting and development planning in performance management. Setting clear, achievable goals provides employees with a roadmap to success and helps them stay motivated and focused. At Enterprise Car Rental, I witnessed the significance placed on setting goals that align with both individual and organizational objectives. This approach not only enhances performance but also ensures that employees feel valued and engaged in their work.
Effective performance management hinges on three core principles: guidance, transparency, and a commitment to employee development. Guidance when employees need to improve and even for employees to maintain company’s expectations. Transparency in communication regarding performance expectations and feedback fosters trust and clarity. Additionally, a focus on employee development demonstrates a commitment to supporting employees in their professional growth, which can lead to higher job satisfaction and retention rates. While Enterprise Car Rental demonstrated a strong commitment to these principles, there were areas where improvements could be made, particularly in ensuring fairness across evaluations.
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