The task of evaluating the performance of individual workers as well as teams in the workplace seems critical, but it should be underpinned by specific theoretical considerations. One of them is trust among the participants, which is required for a successful outcome of such initiatives. According to the recent study, this component is applicable to both the individual and the team levels and should be examined with relation to either vertical or horizontal types (Hughes et al., 2018). Thus, top-down reviews can be seen as examples of vertical trust, whereas peer reviews are horizontal. Meanwhile, it is also important to distinguish mixed types, such as 360-degree reviews. The incorporation of the mentioned element in the process is advantageous for promoting innovation in the workplace and improving the efficiency of operations (Hughes et al., 2018). Therefore, it should not be neglected by managers who strive to unite people for performing regular tasks.
In addition, conducting evaluations should be done with respect to possible negative circumstances. One of the most popular factors of this kind is workplace bullying, and it can prevent employees from active participation in the process and evoke the desire to avoid it (Magee et al., 2017). Under the specified circumstances, the reception of credible results of the initiatives is unlikely. From this perspective, the mentioned need for establishing trust at different levels can be beneficial. Work engagement can be promoted through the incorporation of the identified components, and they can serve as a basis for people’s productive cooperation. In the end, the evaluations conducted by supervisors or employees will be more objective, and it will be especially evident in the case of peer reviews since they are subject to personal attitudes.
References
Hughes, M., Rigtering, J. C., Covin, J. G., Bouncken, R. B., & Kraus, S. (2018). Innovative behavior, trust, and perceived workplace performance. British Journal of Management, 29(4), 750-768. Web.
Magee, C., Gordon, R., Robinson, L., Caputi, P., & Oades, L. (2017). Workplace bullying and absenteeism: The mediating roles of poor health and work engagement. Human Resource Management Journal, 27(3), 319-334. Web.