Why do Some Managers hate Performance Evaluation?

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Why do Some Managershate Performance Evaluation?

A manager`s primary job is to ensure that every employee underhis/her watch achieves the best in his/her career and personal life.As such, he/she must possess several qualities that qualify him/herto lead a successful workforce. Research shows that some managerstend to view performance evaluation as a daunting task. Althoughmany organizations conduct performance appraisals, only a fewemployees think that these evaluations are helpful to them. Thispaper will explore the essential qualities of an effective managerand the pertinent elements of a successful performance evaluationprocess.

An effective manager must be a motivator, a role model, and a goodcommunicator (Koning, 2015). A manager must understand the messageconveyed by his/her verbal and non-verbal cues. Being able tocommunicate effectively makes it relatively easy for one to inspireand motivate others and research shows that a motivated workforce ismore productive compared to an unmotivated one. Additionally, aneffective manager can craft an appealing message with a specificaudience in mind. Acting as a role model means that a manager leadfrom the front (Koning, 2015). For example, it is impossible for amanager to run a workforce that respects time if he/she is alwayslate to work. Besides, a manager can motivate his/her team to greatheights if he/she acts as a role a model not only on mattersregarding the organization but also in his/her personal endeavors.For example, a manager who is always advancing his/ her educationmotivates his/her juniors to enroll for various courses in thevarious institutions of higher learning. In the end, an organizationbenefits from the wealth of knowledge possessed by the workforcewhile the workers achieve personal goals. Management is an art andthus, a high level of flexibility is pertinent for managers. As such,a manager must be ready to take swift actions to prevent things fromgetting worse. However, all these skills are interrelated. Uponmaking swift steps to avert possible losses, a manager must usehis/her effective communication skills to make the team know what isexpected of them.

Some managers think that the process of evaluating the performance oftheir juniors is time-consuming and thus too demandingfor them (Aguinis, et al., 2011). Besides, there is agroup of managers who perceive performance evaluations as anadministrative chore, hence not part of their job. When they areforced to submit the performance appraisal forms, most of them end updedicating less time to the process or result in fabricating most ofthe information about their juniors. Managers who are likely to hateperformance evaluation are characterized by poor time management,inadequate communication skills, and lack of motivation. A poorcommunicator encounters challenges when giving feedbacks. Forexample, such a person is likely to ignore areas where an employee isdoing well and instead dwell on the worker’s weakness. This islikely to leave the person receiving the evaluation report feelingunappreciated and unmotivated. Additionally, an individual who isunable to stick to his/her work schedule is likely to findperformance appraisal a daunting task. Performance evaluations meanspending much time collecting data and writing reports and this iswhy most managers who hate it are more likely to have problemsmanaging their time.

According to Aguinis,et al., (2011), only 3 out of 10 employees believe thatperformance evaluation helps them improve their performance. Thisshows that although more and more organizations are conductingperformance evaluations, most of them are not done properly. First, asuccessful performance evaluation requires readiness or preparednesson the part of the manager. When planning for a performanceevaluation exercise, the manager should reexamine the previousreviews. This enables him/her to know what to expect from eachemployee. Additionally, examining the previous reviews empowers amanager when assessing whether an employee paid attention to whathe/she was told during the last assessment. The second element of asuccessful performance evaluation process is positivity. A managershould avoid centering his/her remarks on areas where an employee isdoing badly. Instead, he/she should amplify areas where an employeeis doing right. Although negative criticisms are pertinent, researchshows that they are likely to make an employee feel unappreciated.The other element of a successful performance evaluation is workersinvolvement. According to Kondrasuk(2011), one of the reasons employees dislikeperformance appraisals is because they feel that they were notinvolved in the development of the methods used to conduct theprocess. When planning for a performance evaluation exercise, amanager must seek the opinions of his/her subordinates. If this doesnot happen, the employees will not accord the process the seriousnessit deserves because they tend to think that they have nothing to dowith its success or failure.

The evaluation form



Within expectation

Below expectation


Problem solving

Creativity and Initiative


I think that motivation, problem solving, professionalism andcreativity are the most essential qualities that every employee mustpossess. The primary reason for the existence of a company is toprovide solutions to problems affecting clients, and this is why Ideem creativity and problem solving as crucial elements that everyemployee must possess. On the other hand, high level ofprofessionalism enables an organization to attract and retaincustomers. Besides, it safeguards the organization from civil andcriminal litigations. Customers need to feel valued, and this is whya motivated workforce is pertinent to the achievement of theorganization’s goal.

In conclusion, an effective manager must be a good communicator, rolemodel, and a source of motivation for his/her team. Research showsthat most managers hate performance evaluations as they perceive themas time-consuming. Most of the managers with such perceptions arelikely to waste time doing unnecessary work and also hate interactingwith their subordinates. An effective performance evaluation processrequires immense planning, workers involvement, and high level ofpositivity.


Aguinis, H.,Joo, H., &amp Gottfredson, R. K. (2011). Why we hate performancemanagement—And why we should love it.&nbspBusinessHorizons,&nbsp54(6),503-507.

Kondrasuk, J.N. (2011). So what would an ideal performance appraisal looklike?.&nbspTheJournal of Applied Business and Economics,&nbsp12(1),57.

Koning, L. (2015). “Top 10 qualities of an effective manager.”http://www.managementtrainee.co.uk/top-10-qualities-effective-manager.html

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