Managers that Dislike Writing Performance Evaluations

Why Managers Hate Performance Evaluation
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Abstract
Employees’ level of efficiency in a workplace is determined by carrying out performance evaluation. Like any strategy that can be employed by managers to elevate the performance of workers, an evaluation helps towards offering clear steps among the employees on how to improve. However, many managers have been seen to have avoided the process of evaluation due to various reasons. This essay will tend to address why managers dislike writing performance evaluation on their employees. It will address this by depicting some of the ideal traits of effective managers. The essay will also focus on some of the effective elements of the evaluation process a fact that will shed light on the profile of those managers who tends to struggle with the evaluation process. Finally, the paper will give some of the criterion found in an evaluation form that helps managers towards conducting the exercise in line with the organizations’ goals and objectives.
Keywords: performance evaluation, managers, evaluation form, evaluation process, traits
Performance evaluation is significant to every profit-oriented company. However, it has been evidenced by the recent research that most managers dislike writing performance evaluation to assess their employees. Some managers would rather get a root canal than go through the performance evaluation process with their direct reports. In some instances, managers have dreaded the duty to carry out performance evaluation more than their esteemed employees.

There exist various reasons as to why most managers have avoided to carry out performance evaluation in their respective companies. Such reasons will be achieved by analyzing ideal traits of effective manager as well as a profile of those managers who tend to evaluate the performance of their employees. Elements of the effective process of evolution will also be discussed with the help of an evaluation form.
One of the most important reasons as to why managers dislike performance evaluation is attributed to the fact that most managers lack knowledge concerning their employees. Indeed, it has been evidenced that some managers seek information from other peoples to determine the performance of their employees in a workplace. Conversely, lack of training also contributes to this phenomenon. Performance evaluation should be done on face to face basis between a manager and an employee by evaluating employees’ strengths and weaknesses and how they can adjust their efficiency (Lawrence & Klimberg, 2011). However, most managers do not know how best they can handle this and what to ask during this important exercise. Likewise, managers do not possess adequate knowledge on how to deal with different employees with varied personality.
Some managers have also disliked performance appraisal since they feel like the whole process is a waste of time. In a workplace, an effective manager should be able to collect all the information that is ideal for conducting performance appraisal. They are also required to visualize how best they can relate to different employees. It is in this light that one tends to argue that such process usually takes more of their time hence they tend to lose interest towards carrying out the exercise. Such managers will not conduct performance appraisal in line with their sole purpose and role they play in the company (Lawrence & Klimberg, 2011).
Notably, managers have avoided performance appraisal since it affects their relationship with employees. For instance, it has been evidenced that the major cause of stress and anxiety among the employees is as a result of performance evaluation. This is because most employees would like to know their performance index by receiving some feedback from managers something they do not experience in their workplace (Bomann-Larsen & Wiggen, 2004). Managers, on the other hand, have the feeling that if they give their employees a negative performance index, then employees are likely to have a negative attitude towards them.
It should be pointed that effective managers in a workplace should avoid biases when carrying out evaluation performance. They are required to employ desirable traits to be effective while conducting performance appraisal. Effective managers are not required to create a personal relationship with their employees as this may hinder them from evaluating employees’ performances. This depicts the reasons as to why most managers have avoided this exercise since they have an intimate relationship with their followers (Bomann-Larsen & Wiggen, 2004). Once the above traits of a competent manager are achieved then evaluating employees’ performance will be ideal and without any biases. Conversely, an effective manager should always showcase desired communication skills. They should have the ability to instruct employees towards a given task as well as listen to their concepts. Communication skills are the ideal leadership skills required to carry out performance evaluation. A manager with effective elements of management will not struggle while conducting performance appraisal among the employees.
The most significant elements of the ideal employee evaluation process are attributed to the fact that an evaluation should be a tool of development. In this aspect, it should not be employed to put down workers but rather motivate them to work better. Additionally, the process should accommodate feedback from employees hence avoiding being a one-sided process. The element of feedback is crucial in this process since employees can attest how best they are geared towards improvement (Russ-Eft & Preskill, 2009). Transparency among the managers is also another significant element in this process. This is because it helps in reducing anxiety among the employees and makes the process easier. Finally, gathering foundational information is an element of the process that ensures managers get prior information about their employees before asking them. This can be achieved when employees prepare their list of accomplishment.
It is worthwhile to note that the process requires an evaluation form that showcases how evaluation criterion relates to the objectives of the organization. For instance, an evaluation form should have the comprehensive purpose of the entire process. The form should have privacy law to ensure that only the managers and employees can manage to see the evaluation feedback. An ideal form should also have the records of previous performance evaluation (Russ-Eft & Preskill, 2009). Finally, the form should contain a negative evaluation that is countered by a positive criticism by the manager to ensure employees boost their performance in a workplace. Such criterion will ensure the objectives of any company are achieved as stated.
In a nutshell, the essay has addressed reasons as to why most managers are today avoiding the duty of conducting performance appraisal. This aspect has been addressed in relation to some of the effective traits of ideal manager as well as elements of the evaluation process. In this aspect, the profile of those managers who struggle with the evaluation process has been addressed since they lack effective management skills. The essay has also given the criterion of developing an evaluation form that complies with the objectives of the organization. Ideally, all managers should embrace the process of performance evaluation to boost the efficiency of their employees.

References
Bomann-Larsen, L., & Wiggen, O. (2004). Responsibility In World Business. Tokyo: United Nations University Press.
Lawrence, K., & Klimberg, R. (2011). Advances In Business And Management Forecasting. Bingley, U.K.: Emerald.
Russ-Eft, D., & Preskill, H. (2009). Evaluation in organizations: A systematic approach to enhancing learning, performance, and change. Basic Books (AZ).