Analysis and Recommendation

 

     Warren failed to conduct an accurate employee evaluation due to fear of having a conflict with his friend Nick. He was visibly unprepared, uncomfortable and nervous about hurting Nick feelings if he told him the truth about his conduct. Warren filled out the performance checklist during the session and did not provide any feedback to help Nick improve his performance. He rated him as if he was a good employee with no faults or improvements needed. Nick was very nervous and knew that his evaluation session was not suppose to be a good one, but received an inaccurate evaluation due to his friendly relationship Warren.

 

     The CEO should create and use accurate uniformed evaluation criteria as the company’s standard norms for all employees (McQuerrey, 2013). Using different employee scoring methods would be unprofessional, because the manager is deciding on each person’s performance by using a different range, which can elevate or devalue individual scores in an unethical manner. Warren did not prepare Nick’s evaluation before the session and was guessing at what score he should give him out loud in each area. Liz should require all managers to establish an individual’s score, objective goals, and measurements prior to the employee’s review to better measure performance in an honest manner.

 

     Liz should brief and require the supervisors not to let personal friendship interfere with an honest evaluation. The CEO will need to require that all supervisors provide feedback to all employees because by not providing this information will hurt their professional development and future endeavors with the company. Warren failed to remove his personnel feelings from his judgment during Nick’s evaluation, which lead to a bias assessment and took away the focus from the professional elements of the evaluation that slanted the results (McQuerrey, 2013). He did not provide Nick with any feedback from his evaluation to help him improve his performance. This mindset will seem as if the manager condones and maintains poor performance for the favorite employee and not for others that are not know very well. Nick is not a good employee and will not improve his performance if he is not told the truth. Conducting this type of inaccurate evaluation is bias analyses that deceive the favorite employee by not providing an effective critique that will help them improve his professional performance.

 

     The CEO should require that all supervisors properly administer evaluations sessions in the appropriate setting. Warren conducted an evaluation session in a very small, cramped and uncomfortable office. Liz should designate one to two small confidential conference rooms for all evaluations to be conducted. Sitting next to the employee while discussing their evaluation will help the information outflow better and put both Nick and Warren at ease (Quast, 2014). Having an employee at ease will go a long way with helping the performance review be as effective as possible.

 

McQuerrey, L. (2013, May 20). Ethics in Performance Evaluations. Retrieved April 08, 2017, from http://work.chron.com/ethics-performance-evaluations-20998.html

 

Quast, L. (2014, April 25). How To Make Performance Reviews Relevant. Retrieved April 08, 2017, from https://www.forbes.com/sites/lisaquast/2013/01/21/how-to-make-performance-reviews-relevant/#47474c6245aa

 

 

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Status NEW Posted 18 Sep 2017 02:09 PM My Price 8.00

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