www.public4you.fora.pl

john4525

the entire year. When I asked why I wasn't told sooner [link widoczny dla zalogowanych], the response was "That's what Performance Appraisals are for". On another occasion I was asked to provide input for the review. That is not an unusual request and I complied by providing insights on key objectives and skills. My boss called me to explain that my input was incomplete. I realized that I was not "providing input" but rather I was writing the review. As an act of rebellion I rewrote the review giving myself the top mark in every category and justified the ratings in glowing, verbose language. To prove my point (that no one really read or cared about the review) I left several sentences horribly incomplete, and even included a "joke" in one category. The review was later presented for me to sign, approved by my boss and his boss, with not one word changed. Those are just examples, and it would not be hard for me to go on. But why would I hate giving Performance Appraisals? Simply put, our Performance Appraisal systems are trying to serve too many masters. No system can be a success when it is trying to please and serve everyone. As it is today, Performance Appraisals are not only used for employee development, but also for salary increases [link widoczny dla zalogowanych], bonuses [link widoczny dla zalogowanych], promotion opportunities, to avoidyilai:
[link widoczny dla zalogowanych]

camo ugg boot|《逝去的世界》The_Gone-Away_World_bi