wwww HR Oops! ce to the orga contribute more performance. Questions 1. What problems organization 1. What problems will an tion experience if its employees don't fully unders what is expected of them? 2. For the developm developmental purpose Unclear Expectations Common sense would suggest that to the organization's success and for employees to do what is expected engaging in dialogue with one's of them, they have to know what is managers about how to contribute expected it's surprising, then that in this last area, some research sug- en G asked employees to rate gests that female employees oper agreement with a statement that ate at a disadvantage. A review of they understand what is expected performance evaluations found that of them on the job, only half said they performance feedback for men and strongly agree. Far smaller groups women differed. Praise for men more strongy agree that their managers often mentioned specific accomplish- help them set performance goals ments, whereas women were praised and work priorities (12%), in general terms (e.g.. "You had a One place to start is to write and great year"). Managers reviewing communicate clear job descriptions. men's performance tended to identify Unfortunately, a consultant with low specific technical areas for develop- firms has found that written job descripm ent, whereas women tended to tions are uncommon-and when they do exist, the leadership rarely updates be told simply that they needed to improve their communication style. of performance management company might search through its database of performance feedback to find employees w accomplishments that make the good candidates for projects or promotions. How would specific (instead of general) feedback support this purpose? or refers to them. Furthermore, this Of course, all areas of development consultant finds that most of these are important, but focusing on tech- descriptions outline areas of responsi- nical skills makes it easier to iden- bilty in generalities rather than saying tify assignments and promotions for what the person in the position is sup- development: a focus on communi- posed to accomplish cation skills rarely suggests any such The lack of clarity goes beyond opportunities. To the extent that this is job descriptions. A full understand- occurring in organizations, it is harder ing of expectations also includes for female employees to apply feed. knowing how one's tasks contribute back in a way that enables them to Sources: Shelley Correll and Caroline Simard, "Research: Vague Feedback is Holding Women Back." Harvard Business Review, April 29, 2016, https://br.org Job Expectations Are Unclear to Many Employees," TD, January 2016, www.td.org: Patrick J. McKenna, we Job Descriptions Don't Do the 100 Counsel, May 2015, pp. 15-10 LO 10-4 Compare the major methods for measuring performance. Methods for Measuring Performance Organizations have developed a wide variety of methods for measuring perio methods rank each employee to compare employees down the evaluation into leasuring performance