Ambitious Management but Lack of Management Knowledge - Executive Assistant bei Professional Testing Services: Mitarbeiterbewertung

The management's unyielding nature is evident as they persistently adhere to their own ideas, disregarding valuable professional advice from others. Despite the existence of a performance review guideline crafted and published by management and HR, the evaluation process remains highly subjective, leaving employees with little to no recognition for their hard work. Even when employees consistently excel in their duties, negative reviews are still possible, depriving them of deserved bonuses and promotions. Furthermore, the management's decision-making appears arbitrary, burdening employees with ad-hoc tasks unrelated to their primary job responsibilities. This not only demands excellence in their core roles but also creates pressure to perform well in these additional tasks to secure year-end bonuses and advancement opportunities. The lack of transparent criteria for assessing employees' efforts and the unpredictable nature of additional responsibilities foster an atmosphere of uncertainty and discontent within the company. Adding to the challenges, the introduction of the Interpersonal Development Program (IDP) seems to be a management strategy aimed at negatively influencing employee year-end performance evaluations. Employees are required to excel in the IDP tasks, as they hold significant weight in the year-end performance review process. This raises concerns about the fairness and objectivity of the evaluation system, as the IDP tasks may overshadow the employees' true achievements and contributions.