Evaluate your evaluations

Reason #1:

They don’t have a system in place. That’s right; even though we know how important it is, many companies don’t have a standard review process identified. There are numerous performance evaluation methods out there to choose from such as the self-evaluation, the 360 evaluation, management by objectives or the scorecard system, to name a few.

Do your research and find out which process is the best fit for your company’s culture. While investigating options, consider these factors: How much time will it take to conduct them? When will they be done and who will be doing them? Will they truly drive performance or just document a moment in time?

Reason #2:

They have the wrong system in place. It’s not 1920 anymore, but perhaps your performance evaluation makes your employees feel like it is. Employees don’t want to meet once a year and be labeled as a “3,” only to have their review filed away in a desk drawer, never to be seen again.

Employees today want to talk about themselves and how they see themselves growing in their roles and within your company. They want to meet more frequently and they want to provide suggestions and solutions.

If your current system does not allow for a dialogue and create a conversation that can last throughout the year, your antiquated system may actually be worse than having no review system at all.

Reason #3:

There’s no training. Once the process is identified, you must set expectations for how, when and why they will be done.

• How: Is it employee-driven? Manager-driven? Both? Paper or electronic?
• When: Is it completed on the employee’s anniversary date? Common date? Are you doing 90-day evaluations? Is it different for exempt vs. nonexempt employees? How much preparation time is needed?
• Why: Does it directly impact my pay or ability to move up? How does it fit into my employee journey?

Train your managers on the process annually, spot-check their results and consider sitting in with them during the process. Tell your new hires during the onboarding process what to expect and get them excited about it.

Reason #4:

There’s no tracking. Let’s face it, we all get busy at work and sometimes performance evaluations aren’t at the top of our priority list. And if there’s no prompt that they’re coming up (or worse, overdue) they’re easy to miss. So, put it on your calendar and communicate the date to the employee. If you’re fortunate, your company has software or even a department that will send out notifications.

Once complete, track the results and make them available to upper management. Since their objectives are met by having their direct employees meet or exceed expectations, they will ensure that evaluations aren’t being missed or pencil-whipped.

Train your managers on the process annually, spot-check their results and consider sitting in with them during the process.

So, if your company doesn’t have a performance evaluation system in place, find one immediately. If you have one, take some time to make sure that you have the right one that not only serves as legal documentation of an employee’s performance, but one that actually drives even greater performance.

Train your managers on how to conduct them, and your employees on how they’ll be evaluated. Then ensure they’re done and tracked. By embracing and executing the right performance management system for your company, your employee engagement will increase and your business will thrive.

The author is human resources manager at Swingle Lawn Tree & Landscape Care in Colorado.