Question

Suppose you were recently promoted to a supervisory job in a company where you worked for two years. You genuinely like almost all your coworkers, who now report to you. The only exception is one employee, who dresses more formally than the others and frequently tells jokes that embarrass you and the other workers. Given your pre-existing feelings for the employees, how can you measure their performance fairly and effectively?

Answer 1

If I were recently promoted to a supervisory job in a company where I have worked for two years. I like almost all your co-workers, who now report to me. The only exception is one employee, who dresses more formally than the others and frequently tells jokes that embarrass me and the other workers. Given my preexisting feelings for the employees, I have to measure their performance fairly and effectively.

As It is the ethical responsibility of every manger or supervisor to measure the performance of the employees fairly without any discrimination or favoritism. For the effective use of the performance management system for the benefit of my organization I have to leave my grudges aside and focus on the actual performance and expectations so, that I can provide effective performance feedback that lead to their growth and will ultimately lead to improve the performance. For that I have to treat every employee equally. I will use the valid performance measure to rate their performance accurately. I will use the training and coaching approach for the employee who is not behaving properly but on basis of my feelings towards the employee I will not simply be unfair in measuring the performance of that employee.