Samuel Culbert's Get Rid Of The Performance Review

In order to for employees to be successful in their roles, they need to have feedback on how they are doing and if they need to improve. If this feedback is not provided to them then we will not be able to perform at their best or grow in their performance. Performance appraisals are one of the most commonly used methods to provide feedback to employees. However, as discussed in this week’s text, performance reviews have advantages and disadvantages. The advantages include that it allows the managers and employees to have an overview of what the employee is actually doing. The purpose of the appraisal is to give the employee an in-depth overview of their strengths in the position while, if necessary also noting their weaknesses as it relates

However, Culbert is not arguing to completely get rid of the review process in organizations but to make it meaningful. Performance appraisals have turned into just another blip on the screen for many organizations. They do not put forth true effort into evaluating their employees which can lead to negative feeling about the review process on both ends. As well as the current system being unable to give a true depiction of the employee. In today’s organizations it is not uncommon to find employees responsible for multiple aspects of differing jobs. This creates complex working relationships and tasks which necessitates a systematic approach to measure employee performance (Singh, 205). The need to evaluate performance of various types of employees working in different roles and environments in an organization challenges managers to identify and use the most effective performance appraisal techniques that addresses that employee. This means that an effective appraisal cannot be solely based on what the manager believes but everyone that comes in contact with that