In many situations, employees and managers don’t see the value of a quality performance management system. It can be viewed as a necessary task to be completed and is often obligatory and rushed through at year-end. These attitudes can impact the performance management discussion, resulting in a strained conversation that's uncomfortable for both the manager and the employee.
To make matters worse, this performance review experience can be impacted by the bias of the manager, especially when there is not an objective performance review system in place. Without specific performance review guidelines, a manager might complete the review based on an opinion of the employee, instead of looking at specific factors and data points that impact performance.
But it doesn’t have to be that way.