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Mark Doyle |
Employee's Commment on a Performance Evaluation
08-14-2014 / 5:52 am #1
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My manager, in my annual performance evaluation, has stated that, although I'm a good worker, my personality has affected in a negative way the work team with two other employees (note that this are not his exact words). The truth is: 1) I do not work directly with that employees, so the work team with them is almost in-existent. 2) I have never disrespected anyone in the office, but these two employees have been bulling me outside the workplace, and, as consequence, I avoid any contact with them outside the office. The only reason my manager wrote that, is probably because he is friend of that two employees, so his comment is like an extension of their bulling. My question is the following: In the performance evaluation, there is a blank space for "employee comments", what should I wrote there? Or I just leave it in blank? I'm not sure if it would be a good idea to defend myself of that comment, since that can anger my manager. And I do not think that I should keep my head down and write something like "I'm going to change my personality to improve the work team", since I would be admitting that indeed I have a problematic personality, which is not true. But I'm not sure of leave it in blank, I do not known If that can be interpreted as indifference about the comment. |
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Debora M |
Re: Employee's Commment on a Performance Evaluation
06-23-2020 / 3:24 am #2
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1) Attendance Punctuality is one of the strongest virtues an employee can possess. They must arrive on time, take the designated time breaks to ensure efficiency and productivity. However, it can’t be ignored that attendance is one of the touchiest topics and employees don’t like to discuss coming late or the reasons for exceeding their lunch breaks. But, if conducted properly, attendance appraisal processes can prove to be very useful. 2) Innovation and Creativity Creativity and the free exchange of ideas can only flow when employees have a healthy work environment. But interpersonal conflicts and strict hierarchical work culture can hinder an employee from expressing freely. As a manager, it is your responsibility to appreciate employees who help foster a creative environment and approach employees who have trouble doing so. 3) Leadership Employees in managerial position are people who are always looking after others, i.e. their team members. They are constantly guiding others to progress and advance. However, they need guidance to reach their goals too. In fact, managers who receive feedback on their strengths are 8.9% more productive. They are more productive and profitable post-intervention. 4) Communication Skills Communication is one of the core functions of a dynamic work culture. Clear communication makes employees comfortable with each other, makes sharing and exchanging ideas more frequent. It also bridges the gap between departments and makes everyone more productive. Effective teams can only be built when team members communicate with each other honestly and clearly. 5) Collaboration and Teamwork Collaboration drives results. When teams work together, they can reach solutions faster. They brainstorm ideas in order to arrive at a decision and generate these ideas together. In order to ensure collaboration, you need a healthy team environment. But not all employees are natural-born team players. But with appraisal comments, you can help employees overcome their personal conflicts and contribute to the team. |
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Manali Vyas |
Re: Employee's Commment on a Performance Evaluation
07-07-2020 / 4:34 am #3
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Performance appraisal is a nightmare for most of us. It is because the employees consider it as a process to judge them rather than to improve them. The management focuses more on the completion of the process rather than reaping the benefits of the process. With technology advancement, at least the time taken to complete the appraisal has reduced. It usually would take months to complete the process; sometimes, it would even go into the next financial year. With technology and automation, the HR personnel can complete the process sooner and within the given time. The effectiveness of performance evaluation process can be increased by adopting an effective performance management system that includes processes, which would help in conducting a fair appraisal process. The pros of an effective appraisal process. Increased productivity Employee engagement On-time completion of projects Trained workforce Upskilling and cross-skilling to face future challenges Openwork culture Collaboration Motivated high performers The cons of an appraisal process when the execution fails. Disengagement of low performers Increased employee attrition rate A decrease in business profits Waste of time and effort Low performance |
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