Source: The Conversation – France – By George Kassar, Full-time Faculty, Research Associate, Performance Analyst, Ascencia Business School
As we settle into the new year, one meeting often weighs heavily on the minds of employees: the performance appraisal review. For some, it’s a time of validation and recognition, while for others, it brings a mix of anticipation and uncertainty.
These meetings are a common practice in human resource management and are an important part of the performance management process. Despite some debates on the effectiveness of these systematic assessments, they are still frequently used to help organizations evaluate employee output, provide feedback and set future goals and rewards.
With the rise of modern technologies, the dynamics of these appraisals have changed dramatically, especially in terms of manners and etiquette.
What are performance appraisal reviews?
Performance appraisals are a set of structured evaluations of employees’ job performance against set criteria and organizational goals. These evaluations are essential for managing human resources effectively. They provide insights into employee productivity, help identify training needs and align individual goals with the broader organizational mission. They also play a critical role in career development by offering feedback that helps employees understand their strengths and areas for improvement. And they are a key factor in management decisions about promotions, compensation, and sometimes, terminations.
Employee reactions to performance appraisals can vary greatly depending on multiple factors. Active participation in the appraisal process can lead to more positive perceptions of its fairness and effectiveness. Further, fair and constructive appraisals can boost employee satisfaction and commitment, whereas poorly conducted ones can lead to dissatisfaction and disengagement.
On the other hand, performance appraisals can also be a significant source of stress for employees. The anticipation of critical feedback and the high stakes associated with these evaluations can induce anxiety and tension. In fact, some studies suggests that performance appraisals contribute to employee burn-out.
This stress-inducing aspect of appraisals can greatly influence the manners, attitudes and behaviors of employees during these meetings.
The influence of modern technologies on manners and etiquette
In the last few years, especially during the Covid pandemic, modern technologies have transformed performance appraisal reviews. Video conferencing and communication tools integrated into performance management software have made remote and flexible appraisals possible. These tools have significantly altered communication styles, shifting the focus to digital interactions that often lack non-verbal cues. Some behavioral scientists even noted that while online communication was essential during the pandemic, it lacks the richness of face-to-face interaction, which can affect the clarity and warmth of communication.
Netiquette, or Internet etiquette, consists of the polite behaviors expected in online communications. The importance of netiquette in performance appraisals is basically to ensure clear and respectful communication. Adhering to netiquette helps maintain a professional tone and reduces the risk of misunderstandings in virtual settings.
So while digital communication has led to new norms and expectations for politeness, clarity and respect remain crucial factors. Without physical presence, explicit expressions of politeness and consideration are more important than ever, helping to replicate the nuances of face-to-face communication in a virtual environment.
Theoretical perspectives on manners and etiquette
The late sociologist Norbert Elias’s theories offer a historical perspective on how manners and societal norms evolve. In his book, The Civilizing Process, Elias traces the development of manners from medieval times to the modern era, arguing that societal norms become more regulated and refined over time. This process involves both sociogenetic aspects, which concern social changes over long periods, and psychogenetic ones, which concern the internalization of social norms.
Elias’s theories can also help us understand how manners and etiquette in modern organizations are evolving. His ideas have been shown to apply to organizational behavior, highlighting the importance of self-regulation and refinement in professional settings. As performance appraisals become more formalized, they reflect broader societal trends in these directions.
Further applying Elias’s civilizing process to the digital age involves understanding how manners and etiquette adapt to technological advancements. Developing new norms for digital behavior helps maintain respectful and effective communication; netiquette is a contemporary extension of the civilizing process. As performance appraisals increasingly move online, adhering to netiquette helps ensure positive and constructive experiences.
Implications for performance appraisals
Modern technologies have blurred the traditional boundaries of place, time and organization, affecting employee behavior and manners. These changes challenge traditional notions of hierarchy and authority, encouraging more egalitarian and flexible interactions. This shift requires employees to adapt to the new culture of organizations. Observing the netiquette guidelines that follow can significantly enhance the online appraisal experience for both employees and managers.
Preparation as self-regulation: Testing the Internet connection, camera and microphone reflects Elias’s concept of internalized norms as self-regulatory practices that enhance interactions. Creating a quiet, well-lit space shows respect for the meeting and fosters a focused environment.
Professional presentation: Dressing appropriately and using a distraction-free background reflect Elias’s view of manners as societal refinement markers. A clean, professional setup conveys respect for the occasion and the participants.
Simulated social cues: Making eye contact by looking at the camera, maintaining good posture, and using natural gestures to recreate in-person cues help make for effective communication.
Clarity of speech: Speaking clearly and avoiding vague terminology aligns with Elias’s view that refined language is essential for civilized interactions. Clarity helps overcome the comparative lack of non-verbal cues in virtual settings.
Time management: Joining the meeting a few minutes early and silencing notifications reflect Elias’s ideals of punctuality and order, showing respect for everyone’s time.
Follow-up: A thank-you message after the appraisal supports Elias’s civilizing process by reinforcing professional gratitude and respect.
If your next performance appraisal review is scheduled online, consider these straightforward yet impactful practices. Thoughtful netiquette – when adopted by both managers and employees – can create a respectful, clear and productive virtual appraisal experience, making a real difference on how feedback is communicated and received.
George Kassar ne travaille pas, ne conseille pas, ne possède pas de parts, ne reçoit pas de fonds d’une organisation qui pourrait tirer profit de cet article, et n’a déclaré aucune autre affiliation que son organisme de recherche.
– ref. Online performance reviews: How technology has changed manners and etiquette – https://theconversation.com/online-performance-reviews-how-technology-has-changed-manners-and-etiquette-244056
