“Employees Performance insights, Impact Assessment and Growth Development Review”

Organizational Success depends on various parameters like, Employees productivity, product qualities, Market Share, Customer Service, Organizational strategy, planning, organization’s Mission and Vision. All are essential for company growth in its places. All can be possible only if employees performed well in the organizations. This way employee’s performance evaluation becomes necessary. This regard, I want to talk about one of these is Employee’s Performance Evaluation.

First, we should know what performance evaluation system is and how it works. Performance evaluation is an HR Tool to scale employee’s performance Annually. Basically, it is an online and offline feedback system that HR Managers need to know about employees’ productivities, Work behaviors, Quality and Quantity of work done, Work Attitude and manner and Employees attendance. These all are measured on five points scales. These scales are as below: 

5.Outstanding Performance.

4.Exceed Expectations

3.Meets Expectations.

2.Need Improvement

1.Unsatisfactory.

Performance evaluation is done by workplace manager. Just one question always revolves in my mind. 

Does Performance Evaluation Assessment is done fairly by managers? Most of you may agree and may not. And you may have experienced this. Or last time you may not be satisfied with your performance feedback given by your manager.

There may be two reasons not to assess fairly, the first reason may be that manager feared giving high score because he would have to give justification for your high score ever, he knows that your performance is outstanding.

The second thing is that he is ignoring your performance.

I will share a conversation with one of my friends about performance appraisal. He was working and looking for three Projects at a time. All Manager were happy with his performance. No one complained about him. Time passed almost one year. He was on annual leave, and his performance appraisal was submitted to HR department. When he knew about his performance evaluation, he was shocked because his juniors were rated at higher score than him. They were looking for only one Project that got higher score than him. 

One day he called to Manger as asked about his performance appraisal feedback.

Employee: Sir, why did you rated on low scale even looked for three projects?

Manager: I had no intention of measuring your performance on lower scale. As I got instructions from my senior that no one should be rated with scale five. This is the reason to rate you with lower scale. 

This is the real incident that I share with you. This happened with many people who really deserve but did not get the fair performance evaluation feedback. This way many employees’ promotions are stuck. They fall behind in their career.

This conversation teaches us that a wrong evaluation may stop a promotion and increment of an employee. A manager fears Management and giving wrong feedback of employee performance instead of taking employee stand by who are really performer at workplace. 

The employees of an organization are like family members, and they perform different tasks at their levels. 

Indirectly all employees of an organization work for one goal, one mission and one vision.

Due to organizational heavy works, organizations are structured into departments and cells, departments and cells are divided into projects, this way employees are allocated in different departments and cells. They started to work for projects or departments. If departments/projects perform well in the organization, all credit go first to the department Manager and he got rewarded from top Management. 

Any project performs well in the organization behind there is an effort of a team. Team is made up of employees. Employees’ performance rewards the projects.

 For the manager should take stand while reviewing or evaluating employee’s performance, performance evaluation should not be scaled by any motive. It should be fair and reasonable.

Disclaimer: this is Author personal perspective, thought for this topic. There is no intension complaint about managers. Some managers give good ratings to their team members, and some are reluctant to give good ratings.

Munna Singh

Athor: Reprograming of mind and the Art of living Life.