A manager's incorrect approach to employee performance evaluations is not only unpleasant for his subordinates, but also very expensive for the company. That is why Blr.com published the ten greatest "sins" committed by managers in employee evaluations. How many sins are you guilty of?
1. Poorly defined goals
You can't evaluate correctly without clear and measurable goals. Stick to the classic S-M-A-R-T model of goal setting: specific, measurable, achievable, relevant and time bound.
2. Ignoring changes
Your performance evaluation criteria may change during the evaluated period. That is why they should be regularly reviewed. At the end of the year, you should not find out that what you are measuring no longer has a predictive value.
3. No regular evaluating throughout the year
Any employee should not be surprised or shocked by your final evaluation. You should tell empoyees what they do well and what they could do to impove throughout the year.
4. Insincere evaluations
Managers tend to avoid unpleasant news and confrontations. That is why they often evaluate employees positively even if the work was not satisfactory. This sends the wrong signal to the employees that they performing well. This can backfire on you not only in the form of lower work productivity, but also in being sued for unfair dismissal.
5. Too general evaluations
Saying that someone is "lazy" or that he "needs improvement" is not enough. Be as specific as possible. Does it mean that the employee still can improve, or that he is absolutely unable to perform his job?
6. Not emphasizing significant and sustained improvements
Always agree on the exact form of the required improvements. Do not forget to mention that you expect continuous improvement, not only for a short time after the evaluation.
7. Abuse of the system
The employee is doing a good job, but he will leave us if we do not promote him. That is why I evaluate him as "excellent". I hate the employee, but I can't get rid of her if she does not get a great evaluation. I will let another manager deal with her. Such thinking really works only in the short term and it may become really expensive for you as well as your company.
8. Not taking employee evaluations seriously
Do you think that you have more important things to do? Then you probably evaluate your people only very briefly and all of them are evaluated as good. But is this really good?
9. Inconsistency and favoritism
Inconsistency of performance evaluations across teams, departments and entire organizations leads to complaints, decline in morale and it may even lead to court. Evaluate on the basis of specified performance goals, not on how sympathetic an employee is or who he knows.
10. Insufficient documentation
Detailed overviews of evaluation results and recommendations for individual employees are important not only for you as a manager and for your people, but also for the company in case of litigation.
-Kk-