The APA released a study that said that both managers and employees despise performance appraisals.
Yet, evaluations have become a mainstay in corporate culture. Companies use performance evaluations, or appraisals, as a way to see how employee perform based on their objective and the key results that came from them in the previous year, quarter, or any given timeframe.
We have to question their overall impact to an organization. Are they worth the stress, negotiation, and at sometimes the awkwardness for both parties involved? It is time that we dive deep to figure out if it is even worth it.
If it is time to give or receive a performance appraisal, here’s a quick refresher on what to expect from the employee evaluation process.
What Is A Performance Evaluation And How Does It Help?
To put it in the simplest terms; it is a check up to see that an employee is performing at an adequate rate.
Several key performance indicators (KPIs) can be set up that help the employee evaluation is quantifiable and can be measured in ways other than heresy.
Creating KPIs can be done at any given point and can be used as a point of emphasis throughout the employee evaluation process. If an employee is in the running for some kind of raise, bonus, or reward for their performance, a KPI can help back their case.
Unfortunately, it is not uncommon to see people get rewarded based on tenure as opposed to accomplishments. The traditional hierarchical leadership approach often sees the person at the top receiving the most reward for the performance of those under them.
Though managerial performance is solely based on the overall performance of a department or team, it is important not to play it by ear and to use an appropriate way of measuring manager success.
Having an adequate performance evaluation form allows for different positions to be measured and evaluated differently without showing bias towards managerial roles.
Time To Reinvent Employee Performance Evaluation Form?
With the rise of human resource technology, a lot of processes are becoming useless and time-consuming.
One of the things that WIRL has focused on is creating a continuous feedback tool that allows for employees and companies to keep record of an employee’s time at the company. All of the peer submitted bits of feedback gives an overall score of how an employee performs at work.
When enough users chime in, the company starts getting department scores and organizational scores.
Having a pulse of how employees perform on any given day allow for management to make certain decisions that can benefit the people within the organization.
Having a mass, department, peer-to-peer exchange for performance reviews can help tenfold. Which begs the question: are the traditional evaluation forms necessary at this point? Quick answer, no. The amount of time that a feedback system will save managers is worth the investment.
The APA study concluded that people hate their performance evaluations, mostly because they are cumbersome, and the conversation diverts the attention from work to business, which some people are not necessarily comfortable talking about.
So the reinvention of performance appraisals can’t come sooner, and as technology rises, we will even shift to seeing it done faster. On phones, tablets, or automatically e-mailed (based on KPI achievement?).
It all depends on how the market plays out for HR tech and for the innovative companies that will take the “gamble” on trying a new system.
A Performance Review To Your Manager
360 Degree Feedback isn’t necessarily a new thing; it’s just underutilized.
Going back to the point made earlier about management getting a better deal simply because they rank higher than their employees. Management can have other factors that are key performance indicators that attribute to their success.
For instance, manager approval, employee autonomy (or space given), and other factors that equate to departmental success.
Giving employees the ability to openly discuss what is going on within the office and what can be done better from a managerial standpoint should be a norm. A discussion that embraces and allows for an organizational culture to flourish, if not, develop better should always be on the table.
Allowing 360-Feedback Systems to exist within an organization allows for this kind of conversation to be out there. It’ll help with your business growth and company culture. An evaluation system (like WIRL) proves it is beneficial as it can help with providing more data about departments and managers, that help the company overall.
At the end of the day, it will all come down to the decision that is made based on the data that is collected. So the more of it you have, be it metrics or qualitative, it is valuable to your organization.
Giving Feedback To Employees
Job knowledge is always something that is questioned throughout evaluations. At times, it feels redundant and useless to ask an individual about something that they report to their managers and peers about, all the time.
Making sure that employees are given the right kind of feedback is important.
Sure, the reviews are supposed to be a literal “performance review” but having to point out strengths, weaknesses, and opportunities, are still relevant to the overall feedback process.
When sitting down during a review, go over the performance indicators, ask about the employees’ wants and needs, and strike the conversation. If this is not necessarily a sit-down interview, it’s using one of the mentioned technologies, ask/tell them in the system being used.
As in any relationship, an employer-employee relationship is all about making sure that both parties understand one another. There’s no “one-size-fits-all” model when dealing with employees, which makes it tricky, but not impossible.
Managers have the (at times daunting) task of making sure that their employees are getting feedback that is catered to the employee’s sensitivity. So knowing an individual’s threshold or tolerance, for feedback is important in making sure that a line is not crossed that will cause an employee to feel disengaged.
A high disengagement rate leads to poor recruitment, low productivity, and several other factors that can damage an employer’s reputation.
So create a unique 360-degree feedback cycle at your office and start seeing what kind of effects it can have. It is a good step in the right direction to allow a holacratic style of management to take off within your organization.
Can Performance Evaluations Be Better?
What can be done to help the performance evaluation technology advance? Can employee and manager feedback be done in a peaceful and respectful fashion? Let us know what you think.