Sunday, 25 February 2007
Behavioral Style and Performance Appraisal
One very important element that is overlooked in the performance appraisal process is the style of the appraiser. Many times organizations are skeptical about the value of performance appraisal because managers simply rubberstamp the process so that employees can qualify for their annual increase. When this happens it can be an indication that the managers style is not conducive to any situation involving conflict or confrontation. Another scenario might be a manager uses the performance appraisal to collect evidence justifying the denial of an increase. This attitude reflects the manager whose main concern is the bottom line results.
The high-task, low relationship manager fosters an environment where people wait to be told what to do and are reluctant to take initiative. This managers and employees usually feel somewhat deprived and seldom receive the proverbial pat on the back.
The high-relationship, low task manager fosters an environment of cooperation, stability and team. Employees are encouraged to take initiative. This manager can be reluctant to hold employees accountable and set limits, hoping issues will go away.
The well-crafted performance appraisal system is designed to make sure a win-win proposition exists from a Relationship as well as a Task perspective. No matter the behavioral style of the manager or the employee if the performance appraisal factors are well-defined the performance appraisal outcome can be very rewarding while contributing to the development of the employee and the manager.
The high-task, low relationship manager fosters an environment where people wait to be told what to do and are reluctant to take initiative. This managers and employees usually feel somewhat deprived and seldom receive the proverbial pat on the back.
The high-relationship, low task manager fosters an environment of cooperation, stability and team. Employees are encouraged to take initiative. This manager can be reluctant to hold employees accountable and set limits, hoping issues will go away.
The well-crafted performance appraisal system is designed to make sure a win-win proposition exists from a Relationship as well as a Task perspective. No matter the behavioral style of the manager or the employee if the performance appraisal factors are well-defined the performance appraisal outcome can be very rewarding while contributing to the development of the employee and the manager.
Posted by at 11:34 AM in Performance Tips
