Employee Evaluations – The Good, the Bad and the Ugly


targetpracticeDo people in high places think they are above us? Why is it that they can evaluate us and us not them!!!

I don’t mean 360 degree reviews I mean outright performance reviews!!

Why don’t we switch roles and give our boss that evaluation. I bet the likelihood is that they would happen a lot more often!

Not so much the way things happen today. Most business is simply awful at what is the most key “business meeting” that can take place in any business.

Yes you read correctly. A performance review is a business meeting but just go into most organizations and they still rarely take place.

Performance evaluation processes Suck!

We are all about “big data” and metrics for everything!!!

Yet the very people that we rely on to make all that happen don’t even get the respect of a conversation about how they feel or what they need! And when they do it’s often ONCE a year.

How often does your business review its financials?  You get the picture.

HR is often at the center of the controversy. There is too much paperwork and forms!

That may be true when we want to complicate things like adding competences and behaviors and values etc etc.

Call me simplistic but there are only three questions we need to talk about in our business review.

  1. How are you doing against your goals?
  2. What do you need to help you achieve those goals?
  3. What goals do we need to agree on to move things to the next level?

AND lets do it at least ONCE a MONTH.

ONCE a Year it TOO Late to be of any value!

Picture courtesy of ‪digitalbloggers.com

 

 

 

 

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About HRMexplorer

Managing Director - Human Capital Europe and USA - My ability is to recognize ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

Posted on November 22, 2013, in HRMexplorer Blogs and tagged , , , , , , . Bookmark the permalink. Leave a comment.

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