Performance Evaluations - An employee's view

Volumes are written, speaches are delivered, consultants proclaim -> about the need for "two way communications"... the importance of dialogue etc. Additionally, a cottage industry ( yours truly included) has arisen regarding the development, delivery, and implementation of performance appraisal/evaluation systems. We wax eloquently as regards the "motivational" benefits of a performance evaluation meeting, how to differentiate the discussion of money from performance etc etc etc.

An excellent technique, absent those who are faint of heart, is the self appraisal conducted by the employee.  Do you , as the leader, really want to know how the employee evaluates their performance.... if you don't want to know, or don't care, or it isn't going to make any difference --then don't ask.

We coach leaders about the fact that terminating an employee and meeting with an employee are the 2 most dreaded activities in employee management.

So what is missing in this process??? Has any thought been given to the feelings of the employee leading up to and during the performance evaluation meeting. What are their feelings and their needs.  In many companies the "15 minutes" with the boss is the only time they meet one on one all year . Talk about pressure.  Let's assume the above average performer has a need to be reaffirmed - to be told they are doing a good job and would like to know about future growth in the company. Too often the conversation essentially is >>>> Harry, you are doing a great job, you're here every day. You know things are slow so your increase is >>>> Per cent. Keep up the good work -- we'll see you around the floor and at the Christmas party. The manager got his message out - satisfied his obligation -- and communicate nothing to motivate, say thanks, or ask the employee about their concerns etc etc etc.  .

Too far fetched? An exaggeration?  Take a long look .  Are you addressing the anxieties, needs etc of your employees??? More observations to follow.

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[Doug Armstrong]

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