Performance Reviews and Pitfalls

Create a detailed training proposal that incorporates all of the following:


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  1. List and describe 4-6 common problems that occur when managers complete performance reviews.
  2. Suggestions for supervisors on how to eliminate or reduce these problems.
    © BrainMass Inc. March 21, 2019, 11:33 am ad1c9bdddf
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Please see response attached, which is also presented below. I hope this helps and take care.


Let’s take a closer look through research and discussion, and you can then use these to create your training proposal using this information.

Q1. List and describe 4-6 common problems that occur when managers complete performance reviews

The following write-up addresses this question fully, so I will leave the overview intact; please use the information that fits for you.

Overview Performance Review (excerpted)

The performance review (i.e., appraisal) is a key element in the performance management process. When used effectively, the performance appraisal can provide accurate feedback on past performance, significantly enhance employee productivity and satisfaction, and offer feedback to employees on how to improve. For that reason, the performance appraisal is one of the most important responsibilities of supervisors/managers.

Evaluating Employee Performance

The performance appraisal process starts as soon as a person begins work and is an ongoing process. The first step in the appraisal process is communicating directly with any new employees, transfer, promoted or demoted employees the job description, expectations of the position, and expected standards of performance. Utilizing the Employee Performance Appraisal form, review the form with the employee so they have an understanding of the categories for evaluation. Be sure to identify critical categories for the position (e.g. Communication, Planning). Certain categories are weighted more heavily than others discuss those critical categories with the employee to assist them in understanding the essential functions of their position. At this time, also ask new employees what their expectations are – what motivates them? Discussing the job description and setting expectations is also important when an employee transfers from another department. In addition, if the employee is doing the same job, but acquires a new manager, that new manager must also set expectations. The employee may be accustomed to a different style or set of expectations and may be shocked at the review time if their review is negative and they had no forewarning of changes in expectations from the new manager.

The process of performance appraisal is an on-going process requiring continued communication through out the year and fostering two-way communication. There should be nothing on an employee performance appraisal that the employee has not either heard or seen before. By providing honest feedback during the year the employee will not be surprised by the review. Using index cards during the year to jot down notes on performance – negative or positive – give employee verbal feedback at that time and then drop the card into your departmental file to use when writing the review. Writing the …

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