Employee Evaluations Should Be Realistic

by on June 3, 2009 · 0 Comment POSTED IN: HR Info Center

With employee evaluations, let the employee do their job

Don’t overwhelm somebody with a personal development plan for the year that’s too big and onerous because their job in these employee evaluations is not really to develop themselves. Their job is to execute on their job responsibilities.

Now, while they’re doing that over the course of year, it would be nice if they do some personal development. But that’s not their job. Their job is not to make themselves better through these employee evaluations. Their job is to do their job, produce the outcomes they’re assigned.

Let’s not pretend that they got all this infinite time to improve. Be certain that they are improving on a budget. Therefore, don’t have multiple plans for them to work on improving. It simply won’t get done. If you’ve got other forms of employee evaluations to develop somebody, let’s just blend them into one plan per year.

Now, once you have that plan, 15 minutes, once a quarter, I talked to you about the ideal kind of stewardship system. That’s what we’re going to here, 15 minutes a quarter. We’re going to have them come back with that green sheet and show it to the boss and say, “You know, about 1/3 of these goals are due this month. And I have done these things. I have not done these things.”

The boss is going to look at that and give happy faces for the things that have been achieved, asking provocative questions like “What can I do to help you prioritize this next quarter?” If they haven’t got it done yet, most employees who asked the question “What can I do to help you prioritize something?” will essentially not want to have that conversation again the next quarter. The mere fact you’re asking the question will make it happen.

Employee Evaluations don’t end here
In the end, you’ll notice we’re not done with employee evaluations here. We steward four times. But frankly, what we’re after is behavioral change, positive behavioral change because if we don’t get positive behavioral change, it’s a waste of time. I don’t care whether you use my fancy colored forms. I don’t care what you’re doing, what you’re calling it. If we don’t get behavior change, it’s a waste of time, okay?

And in the end, if we are getting behavior changes that doesn’t impact the business, again, it’s less valuable to you than if we do. So, the end goal here is to get better business results by changing behavior and everything else kind of leads up into that.

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