a) Employees feel they have a voice in the process.
b) Provides ability to report progress toward goals, including challenges and roadblocks.
a) Individuals tend to rate themselves harder.
b) Individuals may feel that managers do not know what they are doing.
a) Facilitates open communication.
b) Employees who work together are more likely to understand the objectives of the work and any challenges it presents.
c) Enables all individuals involved with the employee to rate performance (supervisor, employees, customers, other departments, etc.).
d) Should be used for developmental purposes, not for compensation or promotion.
a) Training is required to explain how to give constructive feedback and its purpose and objectives.
b) Requires a significant amount of trust. The organization must be mature enough to manage the process and avoid conflicts of interests between employees.
a) Allows management to focus on achievable results by matching goals against an employee's job objectives.
b) Includes ongoing tracking and feedback in the process of reaching goals.
c) Expectations are set for each job prior to performance, with regular coaching to help employees meet (or exceed) expectations.
d) The focus is on results, not the work activities.
a) Time-consuming for managers to constantly evaluate employees, potentially taking them away from doing their own work."b) Tends to underemphasize the importance of the work environment or the context in which the goals were set.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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