I recommend that all Leaders and Associates participating in performance evaluation take 60 seconds to watch this important video. Heading into the final quarter of the year requires us to slow down and assess all of our measuring and metrics before conducting these evaluations.
Leaders: What gains can we make in our evaluations of our people?
Are we making every effort to ensure we are addressing and assessing the individual properly?
We have to consider how our emotions and personal opinions could be affecting the careers of the people who are counting on us...
Never mind that the company brought them on for a reason.
Associates: Will you catalog your accomplishments and keep them in front of your leadership team?
Also, will you commit to asking for any promises in writing and what timelines you can agree to.
We all have to do our part and be proactive. Sometimes, this is all it takes to reverse a cycle.
All: As long as there are subjective factors, performance evaluations and compensation adjustments will never be a perfect science.
Owners and Business Leaders: How do you evaluate the evaluations your team conducts for their direct reports?
Make no mistake, at least two contributing factors denigrate any performance evaluation processes.
1. A system designed with a numbers only approach with little regard for personal contribution and accomplishments.
2. A system allowing too many subjective decisions without accountability.
Design a process that only does evaluations on your leaders after they have evaluated theirreports nd you have had a chance to review their efforts.
Part of their evaluation should be these evaluations.
Again, enjoy this funny, but also biting video as we head into performance evaluation season.
Let's do better, because we can do better.
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