Job Performance Evaluations

Over the past few weeks, I’ve not only had to evaluate others, but I have had to put together my own evaluation package. Let me start by stating I find evaluations at work environments to be, for the most part, useless. In a not so distant past I was lectured by an HR professional about how my evaluations of my staff seemed “inflated”!!! If I have a team of high performing individuals, please tell me why they can’t all receive high marks! HR sometimes gets too big for it’s own britches! Anyway… I digress… Back to evaluations… Evaluations provide little to no critical assessment and contribute almost nothing to my growth as a professional who consistently puts out quality work due to work ethics and intrinsic factors. Now, I say this because work evaluations are built on a one size fits all platform and your evaluation is often conducted by an individual that has no real interest in your development and has done little to nothing to provide you the mentorship, resources, ongoing feedback, or time to do what you need to do. Now, I have had the incredible privilege to have had mentors that have provided me ongoing feedback and evaluate my professional performance (not the norm). So, why do job performance appraisals?

Job performance evaluations have been a cornerstone of professional environments, serving as a tool to “assess” employees' contributions, provide feedback, and guide career growth. I’m sure this was the intent anyways! However, while performance evaluations hold benefits, they are not without their major pitfalls. The duality of their impact requires careful consideration by both employers and employees. What I mean by that is when it’s done correctly, it can be an absolute game changer! However, when it’s done once a year without ongoing feedback and structure, without intent, and completed by individuals that don’t value the process, it can be a complete waste of everyones time!

BUT…. I didn’t want to be the nay sayer… So I looked around the internet and here are some of the things that the internet says are positive about your annual evaluation:

1. Structured Feedback and Growth Opportunities
   Performance evaluations provide employees with structured feedback, identifying strengths and areas for improvement. This process fosters personal and professional growth by setting clear expectations and offering actionable suggestions. Employees who receive constructive criticism often find themselves better equipped to align their goals with organizational needs.

2. Increased Employee Engagement and Motivation
   When done effectively, performance evaluations can enhance employee engagement. Regular evaluations that celebrate achievements and provide positive reinforcement can boost morale and motivation. Employees are more likely to stay committed when they feel their contributions are recognized and valued.

3. Alignment with Organizational Goals
   Performance evaluations help bridge the gap between individual performance and organizational objectives. By communicating how an employee's work impacts the larger mission, organizations can ensure that their workforce is aligned with strategic goals.

4. Data-Driven Decision-Making
   Evaluations provide a data-driven framework for decisions regarding promotions, raises, or professional development opportunities. This ensures fairness and transparency, reducing the likelihood of subjective favoritism.

5. Improved Communication
   Performance evaluations encourage open dialogue between managers and employees. This process can uncover hidden challenges, misunderstandings, or untapped potential, fostering a culture of trust and collaboration.

I have to admit, I have never in my 30+ years in the workforce have had an evaluation do any of the above items for me!

Let’s also look at the not so healthy part of evaluations

1. Stress and Anxiety
   For many employees, the mere thought of a performance evaluation triggers anxiety. The fear of criticism or negative feedback can create undue stress, potentially hindering productivity and morale. Overly critical evaluations may also damage an employee's confidence.

2. Bias and Subjectivity
   Despite efforts to remain objective, evaluations are often influenced by unconscious biases or personal opinions. Managers may inadvertently favor certain employees based on factors unrelated to performance, leading to feelings of unfairness and resentment.

3. Overemphasis on Short-Term Results
   Some evaluations focus heavily on immediate outcomes rather than long-term potential or efforts. This can discourage innovation, risk-taking, and creativity, as employees might prioritize quick wins over meaningful contributions.

4. Damage to Manager-Employee Relationships
   Poorly delivered feedback or perceived unfair evaluations can erode trust between employees and their managers. When employees feel undervalued or unfairly criticized, the relationship can suffer, impacting team dynamics.

5. Reduced Employee Morale and Retention
   Negative experiences with performance evaluations can lead to disengagement, dissatisfaction, and higher turnover rates. Employees who feel that evaluations are unjust or lack constructive feedback are more likely to seek opportunities elsewhere.

6. One-Size-Fits-All Approach
   Standardized evaluation processes may fail to account for the unique circumstances, roles, and contributions of individual employees. This can result in evaluations that feel irrelevant or dismissive of certain aspects of an employee's work.

The list above is more in line with my experiences with performance evaluations. Getting feedback from people that don’t know your work, ability, or how to support you, often cogs in the institutional machine pushing out evaluations with blank looks on their faces!

So is there a better way to do this… The answer is YES!

1. Adopt a Continuous Feedback Model
   Regular, informal check-ins can supplement formal evaluations, reducing anxiety and providing timely guidance. Also provides opportunities for you to connect with your staff.

2. Focus on Constructive and Specific Feedback
   Avoid generalizations and emphasize actionable insights. Highlighting strengths alongside areas for improvement ensures a balanced perspective. Provide resources where the staff member may have challenges.

3. Incorporate Self-Assessments
   Allowing employees to evaluate their own performance fosters reflection and ownership of their growth. Mentor your employees on how to self-appraisal. Provide them with tangible examples.

4. Ensure Fairness and Transparency
   Use clear, objective criteria and train managers to recognize and mitigate bias.

5. Emphasize Growth Over Criticism
   Shift the focus from fault-finding to skill-building. Celebrate successes and view challenges as opportunities for development.

6. Customize the Approach
   Tailor evaluations to the specific roles, goals, and circumstances of individual employees, recognizing their unique contributions. Assist your staff and leaders in building a professional portfolio so they can showcase their work and growth.

Job performance evaluations can be a powerful tool for driving individual and organizational success, but their effectiveness relies on how they are conducted. By acknowledging the potential benefits and mitigating the risks, organizations can create an evaluation process that inspires growth, fosters trust and supports long-term success. In a world where talent retention and development are key, and talent has choices, getting the process of evaluation and feedback right is not an option—it’s a necessity.