Performance Appraisal Mistakes I Have Experienced
In being appraised by an employer at TNLT.com, Sullivan quotes that "Some 90% of performance appraisal processes are inadequate" (2011). There are many problems their companies have with the evaluations of their employees, and a lot of concerns are because managers do not review the employee's real performance by focusing on other issues, the managers are not held accountable for not giving feedback, or not doing a thorough assessment, or it being late, while many employers in this position focus on weak performers instead of their entire staff, and there has been controversy over the performance appraisals that are kept unrevealed (Sullivan, 2011).
One of the biggest concerns Sullivan listed out of the top 50 problems is "Don't Assess the Actual Performance" which describes bosses that do these assessments look at individual characteristics and their pledge and familiarity of duties and behaviors. However they are important but so is productivity value, quantity, money rate, and awareness (Sullivan, 2011). In my last job, my manager did not look in to the production features that I achieved in being in sales, suggestive selling, and as an asset because it was obtainable and did impact the company's revenue every month. I was highly disappointed when my general manager did not talk about the high volume of customers I handled, compared to 30% of co-workers who made a very small difference in the company. Dollar value is important...
Awareness for future performance appraisals should be considered in prevailing at the HR.BLR.com which is Data Company that fulfill federal and state guidelines (Business and Legal Resources, 2011).
My second complaint of my ex-employer, also noted at the TLNT by Dr. John Sullivan who names it as his 5th most complaint, is that managers do not want to be liable and deficient in offering professional like feedback to who they evaluate (2011). The one and only time I received an appraisal was once after I had been there for 22 months. I was already on The Quality Team and became a trainer, and, Greg, my general manager did a basic review of my sales position rather than offering advice which was a goal to be promoted or taking on more responsibility. He was in a hurry to do the assessment, and when it was over it was more like a conversation of irrelevant, so it was pointless to even perform the appraisal. I wondered, while my boss rambled on, will he put this on file and not even tell his assistance managers about the meeting.
That is why I felt the next biggest issue and major concern of mine at supposed performance-based jobs, with the same kind of schedule set up, that I had with this franchise was kept private from others and the assistant managers who worked there because Greg did like my attitude, my work ethics, strengths I had to be a trainer and shift leader, and that I could handle a lot of volume…
