Cango Week 6 Causes and Solution

1. CanGo Managers are upsetting staff through poor evaluation. Many members feel that the managers are not doing their jobs, thus increasing the failure rate of the current and on-going projects. This creates an unequal and a bias environment, which ultimately can lead to CanGo’s demise.

Many staff members in CanGo believe that their managers are not taking their jobs seriously. Managers must take their staff more seriously when it comes to performance review. With all friendliness aside, a manager must be able to pin point all the flaws and mistakes in a person and help the staff to improve. The other staff members are enraged that a poor working employee who has been the ticking time-bomb is being paid as much as every other member. The environment becomes very hostile to future failures.

2. CanGo’s review appraisal is unstable giving majority of every member a raise when they do not deserve a raise. All the managers do not know how to rate each employee, giving everyone an average rating of 4 and 5 on their performance review (on a scale of 1-5, 1 being lowest and 5 being highest).

To resolve this issue, CanGo must come up with one solid system that is more direct and less personal. The performance appraisal should be focused on duties rather than likeliness of one member. By creating one type of review, many managers can indirectly target the company’s issues and work to improve the overall performance of the company.

3. CanGo does not give their employee proper training. In many incidents, one member is bringing down all the team with their poor skills and lack of special training. In the event, managers are confused how to rate the employee, so they are introducing a penalty for all system rather then fixing the main issue.

Many CanGo employee’s knows that there is one person bring down the whole team in