Introduction The contents of this paper will reveal the performance evaluation process and how can it become successful during the employee evaluation process. As well as is the process difficult from the manager or the employee perspective’s by also the revealing various traits of an effective manager in the workplace.

After reading some material in our text regarding this subject as well as other research from various outsides sources, I did come across why mangers do not like giving a performance evaluation. Let’s first discuss why some managers find the performance evaluation process difficult and why some detests this particular process when the time comes for it. In my opinion the performance management system are supposed to help managers do their jobs in an efficiently manner. An effective evaluation performance should give the employee a clear set of goals and in term will give a good understanding on how to improve if improvement is needed.
First lets discuss the meaning of a performance evaluation, according to our text it is the “The constructive process to acknowledge an employee’s performance” (Carpenter, Bauer & Erdogan, 2012). Rather than run from the performance evaluations, managers should see the evaluation as a tool set in place for doing the job at hand more efficiently. The performance management should lead everyone toward the same goals. Instead, the annual evaluation is too often a one of the most hated parts within the manager’s tasks due to the fact that some view it as a source of conflict and confusion and sometimes viewed as (my manager/supervisor doesn’t like me) mentality and something that should be avoided until absolutely necessary and forgotten as soon as possible and not just taken seriously by both parties.

Allan suggests that it is a so called tug of war type of feeling between the HR department and the