compare and contrast the traditional annual evaluation method of Performance Appraisal with the new real-time feedback coaching

compare and contrast the traditional annual evaluation method of Performance Appraisal with the new real-time feedback coaching

Performance management is the process in an organization of ensuring that the set of activities and outputs meets the given organizational goals efficiently and effectively. Primarily, performance management usually focuses on the day to day performance of an organization, an employee, a department, or the process in place of managing particular tasks. Within the organization, performance management standards are usually organized and disseminated by the top leadership in an organization. They typically include specifications of the functions, and the outcomes of the job, coaching, providing timely feedback, comparison of employee’s actual performance, instituting rewards among many more others. Ideally, performance management defines the organizational day to day interaction with the employees at every given step of the way between the critical life cycle occurrences. In the process, it essentially makes interaction opportunity with the employee into the given learning occasion. As the director of performance management, this work compares and contrasts the traditional annual evaluation method of performance appraisal with the new real-time feedback format.

Briefly compare and contrast the traditional annual evaluation method of Performance Appraisal with the new real-time feedback coaching

Traditional annual evaluation

The yearly regular evaluation performance review is one of the conventional models which the majority of the business uses to assess the performance employees, justification of the compensation increase, and providing the feedback. It is referred to as tradition because it has been used for many generations (Aguinis, 2009). The businesses use this method as the rating system of the employee’s job performance. This method has a lot of disadvantages, which include fostering of disagreements in an organization and leads to the employees’employees’ frustration.

Real-time feedback coaching

Real-time feedback coaching is a new method of feedback. In this scenario, the employers are given real-time feedback depending on the performance made. Studies show that employers prefer this type of coaching, as it has been established to be more effective based on regular employee coaching. It makes the employees feel recognized in an organization, valued, and generally improves morale, which is inevitable in delivering services (Otley, 2009). The utilization of this method revolutionizes feedback, unlike traditional, where input the same questions each year was asked. The real-time feedback is seen as the ongoing coaching system. There are various types of real-time coachings, such as feedback apps, engagement surveys, weekly meetings, and real-time recognition programs.

Which method do you support and why

With extensive experience in Human Resource, I have critically analyzed and evaluated both of the plans. While both methods of feedback are beneficial, I support the annual appraisal and real-time feedback. Today’s way of doing business has virtually revolutionized as a result of advanced technology. Moving with the current era where the competition is high requires the unique approach of coaching to maximize production and increase efficiency in an organization (Gruman & Saks, 2011). That is why real-time feedback is a better fit for today’s fast-paced business environment and a younger, tech-savvy generation of workers. The traditional annual performance review usually takes a lot of negative reviews because instead of the management coaching the employee in real-time, the wait up to the annual general meeting to do so. This can generally discourage the employees, and the overall output will be low. There would be disagreement among the employees, which will pave the way to the negative reactions and the generally poor performance of the organization.

Real-time feedback also creates a series of opportunities for continuous learning and improvement. This culture allows the management in the organization to provide the top performers’employees and give course correction early enough. By doing this, the employees can get immediate feedback, which is paramount in improving a particular work condition. It is a unique concept of learning and development that ideally fits into the existing workflow (Otley, 2009). This method also ensures that the company values are affirmed through real-time. In this case, an organization can be able to identify risk-taking, leadership, teamwork, or integrity ass the values of emphasis in an organization. This process enables the peers and managers to recognize those unique attributes among the employees. As such, there will be a productive workforce that will require the development of individuals as the leaders and the team members.

In conclusion, an extensive understanding of performance management is essential for achieving a competent workforce. After explorations of the two methods of the evaluations of performance, the best choice remains real-time feedback coaching. It is a unique concept of learning and development that ideally fits into the existing workflow. This method also ensures that the company values are affirmed through real-time.