Answer3): - As an employee undergoing a performance review, I would favor the behavioral

based performance review method with the use of the “Behavior Observation Scale”. This

approach centers on evaluating my actions and behaviors in the workplace, offering a more

objective and actionable assessment of my performance.

The behavioral – based performance review method offers several advantages. Primarily, it is

grounded in observable and measurable actions, thereby minimizing the potential for bias and

subjectivity that can be present in trait-based reviews. The objectively ensures that the evaluation

is fair and based on concrete evidence rather than evaluation is fair and based on concrete

evidence rather than personal opinions or perceptions.

Secondly, the behavioral approach provides clear guidelines and expectations for employees. By

aligning the assessment with specific behaviors and action required for success in the role, I can

better understand the areas in which I am excelling and those that need improvement. This

provides me to focus on targeted skill development and achieve a higher level of performance.

The Behavior Observation Scale :-

The Scale is a specific tool that would complement the behavioral based performance review

method. This scale outlines various behaviors that are relevant to my role and performance

expectations. During the review period, supervisors and colleagues would observe and record

instances of these behaviors. The scale could include behaviors include related to team-work ,

communication , problem-solving time – management and other critical aspects of my job.

The key advantage of using the behavior observation scale is that it offers tangible examples of

my performance. Instead of relying solely on subjective opinions, the scale documents specific

incidents and actions, providing concrete evidence of my strengths and areas of improvement.
Additionally, the scale enables a more consistent evaluation across different reviewers. Different

supervisors or colleagues observing my behaviors can use the same scale, promoting fairness and

standardization in the performance review process.

Now let’s shift the focus to the perspective of a manager leading a performance review on a

member of a team..

As a Manager, I would prefer the results-based performance review method. This approach

assesses an employee’s performance based on measurable outcomes and achievements, aligning

their efforts with the organizational goals . It encourages a goal – oriented mindset and foster a

culture of accountability and productivity. Moreover, this method allows me , as a manager , to

recognize and reward employees who consistently deliver exceptional results.

The Management by Objective (MBO) Approach :-

This approach involves setting specific, measurable, achievable, relevant and time-bound

(SMART) goals at the beginning of the performance period in collaboration with the employee.

This approach provides several advantages for both the employees and manager. For the

employee, it creates a sense of ownership over their work and a roadmap for achieving success.

As a manager, this approach allows to track and measure progress throughout the performance

period. It facilitates a collaborative and two –way feedback process, as both the manager and the

employees are involved in shaping the goals and objectives.

The MBO approach also supports the development of a performance-driven culture within the

team. By regularly evaluating progress towards objectives, employees are encouraged to stay

focused and continuously improve their performance.

If we look at Amazon , the multinational e-commerce and technology giant, is known for its

results-driven culture and emphasis on performance metrics. PIP1 is a performance review

system implemented by Amazon to address performance issues or shortcomings in employees. It

is believed that PIP process aligns with some elements of the MBO approach , where employees

are expected to achieve specific performance goals within a defined timeframe .

The key feature of PIP include:-

Clear expectations: - This involves setting specific and measurable goals that employees are

expected to achieve to meet the company’s performance standards.

Data-Driven Assessment:- Employees are evaluated based on their ability to meet predetermined

performance targets and metrics.

Improvement opportunities: - It includes a structured plan outlining the steps the employee ust

take to meet the performance goals and expectations set during the process.

Potential Consequences: - While the intention of PIP is to support employees in improving their

employee performance, however continued underperformance may result in termination.

In conclusion both methods and tools emphasize objectively, clarity, and continuous

improvement , fostering a culture of excellence within the organization .

1
https://managebetter.com/blog/amazon-pip-what-is-it-what-to-do