In the next module we will be discussing the evolution of the performance management system over the past years along with anticipated modifications to the performance management system to ensure it remains timely and relevant. One such complication in some performance appraisal systems today is the communication of both the system utilized to employees, and the evaluation of their performance. Meetings scheduled between a supervisor and their employee to discuss performance can, at times, cause dissention and conflict, damaging the relationship between a supervisor and their employee, and possibly negatively impacting moral and performance throughout the organization.
Given these challenges, it has become incumbent upon the organization and its managers to develop a performance appraisal system that is seen as fair, just, and equitable among the employees. To accomplish this objective, create a 6–8 minute video—addressed to your employee(s)—that addresses the following:
- Discuss the intent of the performance management meeting (this is the meeting where the performance appraisal tool will be presented to the employee).
- Discuss what the employees should expect from the supervisor
- Discuss what the supervisor should expect from the employee
- Assume you recently returned from a conference that provided supervisors with 3 effective strategies that, when followed , will result in a more positive and collaborative performance management meeting between supervisors and employees In the final minutes of your video presentation to your employee, discuss the three strategies you will follow during the performance management meeting to ensure the meeting is positive and collaborative and, hopefully, results in an effective communication forum between the supervisor and the employee.