There is a universal dislike towards employee evaluations by both supervisors and employees. However, let’s focus on why these evaluations are better than some think.
The goals of a performance evaluation are to understand the employee’s personal goals while at the company, and how they feel they are contributing in some way. Many companies seek organization-wide improvement, which can spawn from acting on employee evaluations. For an employee to actually write down and plan out there goals verbally takes them one step closer to reaching those goals. It is the same methodology that counselors sometimes use when helping out troubled minds; writing down things on their mind can help get past them or eventually move on in some cases.
Benefiting from employee evaluations does not necessarily mean not having to do any dirty work. Many times business have to instill great faith in their employees to do their job correctly and efficiently. By learning about your employee’s habits, strengths, and weaknesses, you can place them in a work area that is more convenient to their skill set; ultimately making your company more profitable. When employee evaluations come back positively, then you, as an employer or CEO, will know which employees are worth your time and money to keep around, or to invest in more. Using evaluations as a reliable source of feedback on employees can help my cuts where things are slacking or under performing in the company. This method to employee evaluation feedback can work for many types of companies from restaurants, retail, to medical facilities and churches.
Some may argue their dislike towards employee evaluations resulting from the downside of them, however the benefits often outweigh the bad consequences. To better the individual employee, their career can become more developed while receiving feedback from evaluations, and they can see how they can personally improve and make changes to that. Employee evaluations can provide ways for an employer to provide an incentive or recognition program for those employees going above and beyond. It lets them know that their employer cares about the work that they put in at their job. Some arguments have been made stating that employee evals are one-sided or bias. If done incorrectly and informally, this could very well be the case. Employee evaluations can in fact be two-sided, provided employers allow employees to provide feedback on their job experience or any concerns they have in their work.
For the employer’s sake, doing these evaluations allows time for them to really sit down and see where the company could improve. Evaluation interviews with employees are often the only one-on-one time that workers can get with their overseer of business. It helps the employer learn more about their employees and vice versa. One good example of this in reality is based on the TV series Undercover Boss. However, this involves the head of the corporation getting down to the lower level work of his base employees that really show the public what their company is all about. Throughout the episodes, the CEO eventually learns about certain employees and evaluates their work ethic, either praising them or sometimes terminating them due to their lack of effort or bad fit in the company.
In summary, employees gain access to motivation, satisfactory responses, more training and skills development, recruitment for other possible job opportunities that may be a better fit, and an overall evaluation of the employee they are. Many organizations assume evaluations to be their right and duty as a company. Doing evaluations the improper way can sometimes dehumanize the relationship between employer and employee and cause distress in that aspect as well, which is not healthy for achieving good employees and good feedback. By doing evaluations open minded and willing to make changes for the better of the whole company, they can provide excellent results. Reaching a middle ground where companies evaluate employees objectively, however also seek to develop them more is a good compromise to make. Companies should strive to make performance appraisal not appear to be a “Judgement Day”, and instead look at the overall event as an opportunity to better everyone. Performing evaluations on a scheduled occurrence can also provide timely feedback to a company on how there performance is lasting or fading and in what areas and what employees may be the culprit. It is my advice to a supervisor performing evaluations to have the best interest for the company in mind while also striving to see how the employees can be transformed even more to make a difference or have a good effect on the company. In the long run, performing these evaluations regularly can only do good to a company. Keeping employees motivated and involved in the company’s goals also keeps the supervisor in approval with their performance. I’d keep that in mind, too.
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