Initiate Performance Apprasials from the Bottom Up
Employees should have an opportunity to evaluate their supervisors and managers. Supervisor/manager performance apprasials with their superiors should take into account what their employees have said about them. Some consideration should be given to the fact that disgruntled employees may provide negative feedback on their supervisor/manager and that feedback may not necessarity reflect the performance of the supervisor/manager. ...more »
Employees should have an opportunity to evaluate their supervisors and managers. Supervisor/manager performance apprasials with their superiors should take into account what their employees have said about them.
Some consideration should be given to the fact that disgruntled employees may provide negative feedback on their supervisor/manager and that feedback may not necessarity reflect the performance of the supervisor/manager.
Employees should also be able to provide feedback on their co-workers. How they are to work with, what kind of team player they are, how they meet peer-to-peer deadlines, etc. Once again, the person's direct supervisor should have the ability to take into consideration the possibility of skewed feedback.
Employee to supervisor and peer-to-peer evaluations could provide feedback on which employees deserve promotions, with-in-grade increases, bonuses, etc. It would also give supervisors/managers the opportunity to have a different perspecitve on the performance of their employees.
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