An Evaluation Of An Effective Manager Is Responsible For The Work Of A Performance Cycle

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A manager is responsible for the work of their people, inasmuch as a consistently underperforming employee relies on the direction and feedback of an effective manager. Like it or not, the system of a performance cycle was put into place to force a manager to give feedback to their employees. Every year, managers have an opportunity to assess and then reassess their employee’s performance, and every year in kind, they fail to reach the mark. There are two things a manager does, or fails to do, that contribute to the success and failure of a performance cycle: fail to give real time feedback and midcourse correction when necessary and give honest feedback during the appraisal. By utilizing the steps of the Critical Incident Method they can attempt to add value back into the system. Business Dictionary online defines the critical incident method as, "Situation analysis technique in which actions or behavior of an employee (during, for example, a customer service event) is recorded and examined to ascertain the actual requirements of a successful operation” (BusinessDictionary.com). By consistently doing these two things, recording and examining behavior, value can be added back into the performance cycle.
Performance cycles, as the name implies, are annual reporting periods that have a beginning - the plan, a middle - the midterm, and an end - the appraisal. Every manager is aware of the cycle, knows what is expected of them and yet they find themselves challenged when

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