How to Make Managers Hate the Performance Evaluation Processes

How to Make Managers Hate the Performance Evaluation ProcessesThe second week of the Performance Evaluation process is most often quite simple. In week one, supervisors use the same topics for the three weeks as in week one. However, week two is the only week that these topics are not used and we are looking at a week when a new topic could be created. Here are four reasons why some managers hate the Performance Evaluation process.By week two, the production team is likely to be doing the same thing. The same products are being produced by the same production crew, and the same strategies are being used by the same employees. This means that the same topics can be used over again. As mentioned, this is by design and will probably create dissatisfaction with the process.Over the course of the second week, a new topic could be created. For example, some production supervisors might argue that the reasons they don't like the process are that they are not providing enough control to the employees or that they are not giving the teams time to work on things that might help them get ahead. Each topic could focus on a different problem.Week six of the process might be the only week where we have five topics to choose from. Some managers may be worried that they will have too much responsibility on their plate and may be too busy to think of the things they need to be thinking about. However, if these topics are chosen carefully, then we can be sure that the managers will be able to make sense of the process and find ways to improve each team's performance.During the next few weeks, there are likely to be topics that need to be reworded. There are many papers written in this process and each manager will write his or her own paper. As the managers get started, it is likely that they will end up having to rewrite their papers after reviewing what they wrote previously.In week six, some managers might decide that they want to spend more time on things other than their te ams. After all, they have hired people to do jobs that they can no longer do. This will mean that the topic of improvement in the week before six will focus more on their business than it does on the teams.All of these four reasons could lead to managers hating the Performance Evaluation process. In fact, sometimes managers complain that they are simply not getting any work done because they are so bogged down with management issues. Of course, management issues are not the problem and the management issues must be taken care of as well.Therefore, as a manager, I don't want to see week six go by without someone thinking of the Performance Evaluation process and coming up with a good topic for week seven. If the managers are patient, then weeks eight should be great!