Performance Evaluation Process in an Organization
Performance evaluation is an essential process of assessing the effectiveness of employees in meeting the goals of organizations. Different types of performances evaluation exist, but the case study employs a graphical rating scale method. In this type of assessment, a grading system is used based on an employer’s standards that revolve around behaviors and employee capabilities.
Rank and yank’s approach promotes the termination of under-performing employees with the lowest ranks. This approach has adverse effects, including losing employees it has trained using its resources, poor relationships between employees and employers due to fear of replacement in the event of weak records of performance, and time-wasting in developing new workforce (David 51-67).
Rank and yank play a role in distorting managers’ performance. This arises from regular disposal of employees who have low performance ranking. Employing replacement staff is not a guarantee to improved performance. The new workers may still need much resources to attain the level of the relived ones (David 81-84). In any organization, motivation improves the performance of the workforce. Motivated employees always work willingly, under minimum supervision and commit to the goals of the employer. The Rank and Yank method lowers work spirit employees. Another way of improving employee performance is nurturing teamwork (David 323). Since rank and yank advocates for comparing and ranking employees, the ever-changing staff cannot manage to compose a stable teamwork block. Some employees may also shun improving others since they might turn victims themselves.
To create better performance appraisal systems in an organization, organizations should review the employee self-appraisals when setting the work stage, and engage a regular employee and employer discussion. The discussions make employees give their concerns, which would improve their performance (David 66-71). Organizations should also provide for the training of managers and supervisors and seek support from the human resource management offices. Organizations can also engage in regular coaching and fair evaluation of the employees.