We have disposable contact lens and disposable cameras. Lest we add disposable employee appraisals to the list, we might want to consider ways to put more “value” into performance evaluations. That way, they become more a roadmap for development than a short-cut that leads nowhere.
Performance appraisals for all employees are often completed annually within a short time frame, which doesn’t usually lend itself to careful, honest, well-thought-out evaluations. The standardized forms may end up looking like cookie cutter documents with similar wording, strengths and weaknesses.
Other challenges with the typical employee review system are:
- Doing all the appraisals at once can create a tendency to compare and rank employees, which can put employees on the defensive and fosters an atmosphere of competitiveness rather than excellence.
- Salary increases, bonuses, promotion opportunities are directly connected with the appraisal. Ideally, these matters are kept separate from performance appraisals.
- Evaluations are often used to document performance issues that should have been addressed during the year.
Contrast that approach to evaluations of value, which contain elements of both review and discovery. In these, managers work with their team members to set short-term and long-term objectives that benefit both company and employee.
Education and training goals, as well as opportunities to work with a coach, also are examined. Understanding employees’ professional goals enables managers to lead and guide them in more targeted and meaningful ways.
When managers focus on developing the employees they supervise, they give the gift of recognition and support, a gift that returns in the form of enhanced performance for the company.
Here are a few recommendations for producing evaluations of value:
- Find a time and place to write without interruption. Hold an image of the person in mind.
- Acknowledge the worker for contributions to the company.
- Align the employee’s goals with the needs of the organization.
- Ensure that the employee has the necessary tools and support to achieve the objectives.
- Include education and training opportunities, as well as new assignments, to further the employee’s career goals.
