I feel that it is indeed correct to evaluate workers formally. Constant feedback delivered by management is a wonderful tool for motivation, in particular. However, if management needs to correct a particular action or procedure that occurs on a regular basis, it is much more important to have a formal evaluation method currently in place. It is always important to document items that are of a critical nature as well as documenting items of a positive nature. I firmly believe in the concept of total performance management. It is important to set goals and evaluate performance in a formal setting. There is no question then about what is expected of each employee. It is set out in black and white. And, when an employee continues to perform actions that have negative repercussions within his or her department or area, there is a formal notation of the action and formal disciplinary action may take place. This documentation could be particularly handy at some later point in time should a terminated employee choose to file a lawsuit for wrongful termination.
The formal evaluation also provides management the opportunity to see what is working within an organization and the common elements that help to define success in that area. They could utilize the evaluation as a training tool to provide employees that are a little more challenged with some ideas that have proven to be successful for fellow employees. In addition, this would also highlight aspects of positive performance for the same challenged employee. Hopefully, this will encourage the employee to view the items that are of a less favorable nature to take corrective measures without feeling as though his occupational perfor ...