photo courtesy of KLiverap, Poland
Think about this.
The average worker may fail to exceed expectation but most often they meet evaluation.
What you evaluate determines employee performance review scores – these scores determine their advancement.
What they’ll work hardest to achieve is what they believe you need from them to meet those scores.
Ask yourself this:
Where is the disconnect between what kind of performance I WANT and what I evaluate?
Your evaluation must be directly related to reaching the goals set forth by the team. A solid review of the evaluation you use tied into where you want the team to go will offer your employees a clear path to follow. Remember to evaluate on those “intangibles” you want to see happen and be clear about what they are. Share those measures with the employees!
Once these are in alignment, be enthusiastic in sharing your passion for achieving the goal.
See the goal, align your performance evaluation with meeting that goal, watch them shine.
Guess what? Your employees will then pleasantly surprise you.
Patti is a strategic advisor in Leadership Development, Customer Service and Culture through Mergers and Acquisition. You can book her to speak at her Speakers Page.
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It is imperative to give your employees a clear vision of what you want them to do. Open communication and regular follow ups would help you both achieve your goals more efficiently, and with less frequency of mistakes.
Employees will meet your expectations more often if those expectations are clearly spelled out for them from the beginning. It’s hard to meet the goal if you don’t have a clear idea of what it is.
You are completely right, Gina. Laying out clear and concise expectations is vital in giving your employees and opportunity to succeed.