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Data, data everywhere...

Sorry managers... just because you've joined the top ranks doesn't mean performance evaluations are a thing of the past. But that isn't a bad thing! Annual evaluations are an opportunity to put things in perspective, measure performance over a period of time, correct gaps in day-to-day communication, and set new goals.

A well-conducted evaluation defines both objective and subjective measurements of job performance, and provides guidelines for:

  • Compensation and Bonuses
  • Promotions
  • Job Development
  • Improved Communication
  • Job Security
  • Future Responsibilities

These are important aspects of your career, so your performance evaluation should be comprehensive and consistently conducted. The evaluation system I use incorporates input from at least four sources: employees, co-manager(s), owner/senior manager(s), and a self-evaluation. I also include a section for defining goals and an action plan for the following year.

A well-conducted job evaluation highlights areas in which you've made progress. It can illustrate any disconnects between your perception of your performance and the perceptions of your fellow workers. It can also identify any areas in which you need to make improvements. The job evaluation process gives you an opportunity to talk with your immediate supervisor and discuss your contributions to the business and lay out a path for "moving up" in the company. Of course, the data may also provide tangible evidence to support promotions, raises or bonuses.

If you receive annual performance evaluations, make sure they're comprehensive and consistent. If you don't, talk with your owner/senior manager about instituting them. The absence of formal evaluations and progressive discipline may leave your company vulnerable to lawsuits.

Use our system as a guide to update your existing system or develop a new one. Be sure to have your company lawyer review the final version to ensure it complies with local, state and federal laws. Take the initiative. Act like a leader. If you're working for the right company, your efforts will be appreciated and everyone will benefit in the long run.

We've provided additional detail on the sections in a comprehensive performance review system, as well as types of questions that should be asked. For our customizable Management Evaluation System containing all the forms and protocols you need, visit our on-line store. 

See also:
It's check up time
Stop, look, and listen

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