Problems With Performance Reviews
Just about all companies and government agencies in the United States use performance review instruments, and most employees receive these reviews at least once a year. While managers and human resources personnel have the best intentions in administering and scoring these reviews, problems can arise because of the human factors surrounding the responses, and because of the human relationships formed inside and outside the workplace.
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Appraisal
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Performance reviews can sometimes become more of an appraisal of a person instead of the employee's job performance.
Function
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Ideally, performance reviews are used to evaluate the level of competence an employee brings to his work. Things considered include measurements of the employee's contribution to how well the company is doing.
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Outside Factors
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Some performance review systems fail because of factors outside the performance process itself. Sometimes, the employee has an outside relationship with the person responsible for reviewing his work performance.
Effects
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Thinking of performance reviews can cause one to become nervous or upset; this may affect the performance review negatively, and affect a possible raise or promotion.
Misconceptions
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Not all reviews are created equal. Given the number of factors that affect the application of performance reviews to all employees, sometimes the results could be skewed through no fault of the employee undergoing the review.
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