The basic aim of any performance review is to ensure that the employee understands that he is accountable for the goals set by the company for him. Any appraisal is always linked to the goal accountability of the employee. Since the online performance review software's are very flexible and work with real time data, employees are able to upload their progress regularly so that the managers are able to review them periodically or any time they want.
In order to get the employees perform more efficiently, it is important for them to understand the relationship between they individual goals and those of the company. It is also important for the managers to stress how important an individual employee's contribution is to the organization as a whole. The employees also need to know that their contribution, however small, contributes in a big way to the company's achievement of its goals.
This type of goal accountability once incorporated in the performance review works wonders for the employee's morale and his output improves.
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instead of proper attention to the key factors for success, one merely sets up a performance management system and obeys those “tips for success”. What nonsense is this ?
Here’s what’s happening:
I am in frontline management at a well-known corporation. I have two employees who are “mentally ill” by diagnosis. I shouldn’t know this, but they share every detail of what’s going on with them medically very openly, seemingly for consideration.
My job is to manage the work, manage the production and ensure that goals are being met. This is the ONLY guidance or support that our Human Resources department gives management. Manage the WORK and if they are unable to achieve the goals of the job, then address it, coach, mentor, attempt to develop and if they are unable to meet the requirements of the job – -progress them out.
What Human Resources does NOT do is give management an ample amount of support to frontline management who have to manage extremely difficult behaviors that are associated with bipolar disorder, anger management, schizophrenia and any other number of mental illness diagnosis.
For my two employees, they are extremely skilled in the “art of passive-aggression” exhibiting alot of behaviors and acts that I “know” but can’t “prove”. Performance reviews are brutal. I dread them. No accountability at all but are very good at finding fault elsewhere, always an “external” person or situation that caused them to do poorly in their job. Constructive criticism is always accusations that “you’re targeting me” or some other strong accusation. There are huge issues of comprehension and information retention. There is always a conspiracy theory going on inside their heads, the paranoia some of them have is so frustrating. I spend way too much time trying to de-bunk the theories that they dream up and while I know it’s a tactic to take me from my mission of managing their work, it’s really frustrating.
Managing the mentally ill seems to be a touchy subject. Employers seem to walk on eggshells when it is known that you have a mentally ill employee, possibly for fear of lawsuits. Yet, in this economy many companies are looking to cut their “dead weight employees”. Unfortunately, my two employees are long time employees because those who have managed them previously just did the “hands off” approach out of fear I guess.
Now they’re mine…..please tell me what to do with them. How do you manage the types of behaviors that I have spoken about? I really just don’t know what to do and I don’t feel supported by my company either to manage employees the way they want yet stay off of the toes of these employees. Out of 19 direct reports, these two take up probably 75% of my time.
What can I do?
Dear Kate: THANK YOU!!!!!!!!!!!!!!!!!!!
Dear Introfeel – I respect your answer and I only wish that my two employees had as much accountability as you. They do not have your ability, I think and the defensiveness and behaviors that they exhibit are intended as a smokescreen to their ineptitude. You are absolutely correct. I have documented my files implicitly, eventually it may pay off. Thanks again.
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