The State of Vermont Employees Office Of Human Resources offers an informative handout entitled A Guide To The State Performance Management System (2005).
One interesting slice of the handbook offers advice on how to improve communications and to be aware of the cultural differences in the workforce. This is important in crucial conversations as in a supervisor’s discussion regarding the annual performance appraisal.
The handbook notes: “While all employees experience some level of anxiety in anticipation of their performance appraisal, employees who are not part of the dominant culture may be even more apprehensive.
Their anxiety can stem from one or more of the following factors:
Fear of Repercussions – understanding that they are not in a position of power, diverse employees may experience fear when being evaluated. They may see it as a formalized reprimand and fear losing their jobs.
Suggestion: Explain the purpose of the evaluation, emphasizing that it is not a disciplinary meeting and that the employee is not going to lose his/her job.
“Not One of Us” – The employee may feel that it is not possible to be fairly evaluated by someone who may have little understanding or empathy for the employee’s problems.
Suggestion: Sit next to the person being evaluated at a table or in chairs rather than across a desk. Show empathy for the employee who may appear anxious.
Lack of Understanding of the Process – Employees who are unfamiliar or don’t understand the process may exhibit reluctance to participate. The forms may be confusing or intimidating.
Suggestion: Explain the performance evaluation process to the whole staff, including the reasons and benefits. Explain it again at the beginning of each evaluation session.
It is a Foreign Experience – For employees from other countries, the whole process may be strange and confusing. They may have little experience with the notions of individual responsibility, goal setting, and performance monitoring.
Suggestion: Use the evaluation as a teaching opportunity, explaining how individual performance and accomplishing goals leads to growth and development.
All Task and No Relationship – The formal and structured process may appear to be totally task-focused to the detriment of the personal relationship.
Suggestion: Try to maintain the same tone in the evaluation session that you generally have in relating to the employee. Use everyday language and avoid jargon or “legalese.””
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