Similar scenarios play out every day in the ski school environment, although that request for a bucket of water may turn into an appeal for something as simple as helping an unassigned student with his or her equipment at the school meeting place. As a manager, what you really need from an employee is commitment. However, what you often get is no more than compliance. When you look at outcomes, consider the effects created by demands from management as well as the employee evaluation process. For instance, a supervisor who constantly evaluates an employee's performance in order to point out faults can actually undermine development and performance in that worker.
Negative feedback can squelch the essential human desire to grow and take on challenges.
Nurturing that human desire to move ahead is what human resource management is about. Instead of using threats or manipulation to force people to achieve goals, the manager who assumes the role of facilitator will have an easier time inspiring employees in their job performance. By using facilitation rather than force in managernent-employee relations, a manager can instill the sense that every individual is uniquely qualified to perform at the top of his or her game. Ideally, employees in turn will be motivated to put forth their best efforts. Considering this, it makes sense to avoid formulaic employee evaluations and to instead tailor evaluations to the individual.