In my last performance review, my supervisors and I reviewed my contributions to the company during the past six months. The biannual performance appraisal focused on sales volume and customer preference. I listened to the supervisor more than talking during most of the exam. My supervisor made a lot of praises for me and gave direction in areas where I was doing poorly. My concerns were not addressed in the meeting and my point of view was not considered to understand the reasons for poor management. It was a conference that emphasized achieving company’s operational and strategic objectives. While the conference was helpful in reminding me about the company’s goal, it didn’t give me any insight into how I performed.
The performance review could have been made transparent if management created an environment that encourages feedback and allows workers to share their assessments (Babagana and colleagues, 2019). Worker concerns can be clarified and addressed by management. This will help them to understand their job goals, and also helps with any misunderstandings. To help me recognize my strengths, weaknesses and to discuss these with management in order to achieve positive results, the company must consider self-assessment. Employees should be able to focus on short-term and long-term goals. People will be motivated to meet performance targets if they have short-term objectives, like quarterly or monthly assessments. A brief performance review helps employees to receive continuous feedback which enhances their performance. To allow employees to identify and fix performance gaps, the institution should have conducted frequent evaluations (Noe et. al. 2017, 2017). Employees are more capable when they have regular evaluations.