Performance Appraisals, to Stay or Not to Stay?

Ever received or completed a performance evaluation that essentially meant nothing in the way of how you or your employee was actually performing?  I know that I have received many that told me nothing as an employee as to whether or not I really met the organization’s expectations.

I was left wondering what I could have done differently to score a “5” instead of a “3” for satisfactory.  In my mind, I traced all the wonderful tasks and problem-solving that I embraced in my role within the organization, but wasn’t sure if my own supervisor was even aware or cared to know just how well I was performing in my role and what I was able to accomplish for the organization.

As time evolves, many organizational structures related to performance management and employee evaluations have taken a step back and re-evaluated their approaches to this process. They have come to the realization that the traditional way of managing these tasks does not work in the manner in which it was originally anticipated. 

Many have chosen to completely get rid of performance appraisals and the traditional ratings given during those annual appraisals. Why? Because it’s an outdated system and does nothing in the way of engaging employees or improving communication between the executive level down to the employee level.

The idea that year either in hopes of determining if that employee was still worthy of budgeting in their salary in the new year, or if that employee deserved to be promoted.  However, if you’ve seen one performance appraisal, you’ve probably seen most of them; they typically have titles of areas such as communication, customer service, and various aspects of your job role that you are expected to meet.

Along with that, you are then given a score, whatever your manager feels that you deserve; it can all be very subjective to how that manager feels about you and not necessarily about your actual performance. This along with any brief comments is typical of what someone can expect in a traditional employee performance evaluation.

According to a 2013 blog seen on, around 20% of organizations force distribution among the workers; this means a set number are required to be rated at the bottom and a very limited number of employees that can be rated at the top (Bersin, 2013).  Forced distribution does not provide employees with a true sense of their individual job performance. 

Multiple issues exist with this traditional approach to performance evaluations including lack of frequent employee feedback, subjectivity of the person completing the evaluation, lack of employee empowerment and employee motivation towards exceeding expectations. Transparency falls short within this structured process, communication is less than effective, and employees may be lacking the necessary resources to meet and exceed their organizational objectives.

Should organizations eliminate this process altogether? Or, is there a solution beyond the traditional method to transform performance evaluation processes to a unique feedback system that can be easily executed to enhance the total functionality within an organization from the bottom up. Would you be excited to know that there is such a platform designed by and for healthcare professionals to do just that? 

If you are a manager, wouldn’t it be nice to provide your workers an approach to access resources easily to perform their roles at a higher level, allowing each employee to be self-reliant to achieve their individual and team performance objectives? The solution to doing this is to increase employee engagement by incentivizing the employees that are on the frontline of communication by providing real-time feedback and support. 

With ManageUp’s unique platform, managers can now have a way to structure, organize, and facilitate their initiatives to their teams of employees where traditional email typically falls short of those goals. The responsibilities of a manager’s role is made tangible while rewarding each leader for their efforts on building their team’s morale, all while celebrating them for their teams success in achieving objectives. 

ManageUp is a personnel and resource management platform that also enhances the transparency within an organization to steer tasks towards the mission within an organization effectively from the bottom up instead of from the top down. Employees can now be accountable for their own performance through the use of the associated feedback systems to communicate; this allows managers to create assignment tasks and have clarity on future projects as to each individual’s role within a project. 

Boosting employee engagement, improving management controls while enhancing compliance not only increases productivity of your team, but also allows health care providers to focus on patients and ultimately have better clinical outcomes.  So, what’s the down side of this uniquely designed cloud based system?  Listen closely, there isn’t one! 





Bersin, J. (2013). Time to Scrap Performance Appraisals? Forbes/Leadership. Retrieved from appraisals/