The annual
employee performance review can seem to be more
important that it should be. Many employees
consider their annual evaluation a necessary
requirement for getting a pay raise. Employers
often use the yearly employee review to determine
promotions, justify raises and establish
performance goals for the year. Unfortunately, the
once a year performance review is often structured
to give an employer all the power and put the
employee on the defensive.
Does your employee
evaluation process make a real
difference?
Many people say
that their company's performance evaluation system
is not particularly helpful in improving job
performance nor furthering organizational goals.
Annual performance reviews are often ignored by the
recipient or used as the basis for argument,
contention and controversy. Managers see annual
reviews as a necessary evil that takes time to
complete and present to the employee--without
resulting in significant changes or
improvements.
Is there a way to
improve your employee performance review
process?
Yes! Employees
want to succeed in their work. Most accept that
goal-directed feedback is an effective means of
guiding their work activities to be in concert with
team, group and organizational goals. So, instead
of a single evaluation from the boss, why not give
employees feedback from many people who observe
their on-the-job performance?
Applying
individual observations and experiences, everyone
involved in the work assessment can bring different
perspectives to the employee's performance.
Employee evaluations by relevant coworkers are
called 360-degree feedback or multi-rater
assessments. My experience in using 360-degree
feedback from multiple work associates is highly
motivating. Used as a springboard for personal
development, the 360-degree feedback assessment can
make a powerful impact on an individual's career
while focusing work time and effort on
organizational goals.
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