Are They Worth It?

Salaries are recorded as an expense in the books. What you get in return are employees who measure between being irreplacable assets and being unafforadable liabilities. How do you evaluate their performance and how do you do it well?

Sorting the star players from the underperformers seems like a simple task, but more often than not, managers make the same errors in their judgement. Human resource is as diverse as the individuals comprising it, and their performances are as complex as their characters. Concerning actual people, there cannot be an infallible fixed rulebook to get it right with everyone, all the time. Even if there was such a rule book, we still cannot expect the managers to get it right all the time; they are only human. What we can have are simple guidelines to evaluate employee performance; simple things to keep in mind while measuring employees’ performance.

 

Mistakes managers often make
Partiality

Employee evaluation is about being judgemental, but it is imperative that you do not get personal. Inequitable treatment defeats the whole purpose of performance evaluation. Also partiality, favoritism and unfair behaviour can have consequences beyond inaccurate performance evaluation.

Lack of consistent interaction

Communication is the key to any healthy relationship. The same holds true for businesses. Communication and regular interactions with your team members, not only help you to evaluate their performance but also help you to build your business culture. With a sense of community within the team, performance evaluation will be taken more seriously, as individuals feel more accountable.

Ambiguous to dispositions

Some individuals with polarized confidence levels can affect the effectiveness of the performance evaluation. Employees with low self-esteem may consider themselves inadequate to improve and become easily demoralized by the evaluation. On the other hand, overconfident employees may not be willing to face criticism. It is important to promote a postiive attitude towards the evaluation.

Lack of details

Shying away from details while giving your verdict will probably just annoy your employees. Havingpointed out the employee’s faults and poor performance, but not citing the specifics, will not result in improvement. Effective performance evaluations should be explicit about the behaviour of the employees and the expectations you have of them. Without details, the employee is likely to leave the meeting confused, irritated and without any intention to improve.

Too much emphasis on certain events

Effective performance evaluations should provide assessments on all facets of the employee. If the supervisor focuses on events that were beyond the employee’s control, performance evaluations may not accurately assess their performance. Goals and weakness may be misinterpreted, and employees may not receive useful constructive criticism. Too much emphasis on one event might overshadow other valuable strengths of the employee.

Ways of successfully evaluating performance
Review the employee’s past experience and environment

Employee’s past experiences and environments they had dealt with does provide a valuable insight for their evaluation. Their past experiences can provide an idea on the employee’s professional growth through the years, and also identify other skills they bring to the table.

List your thoughts on each employee

Keeping a file of each employee may help. Having a written record makes it easier to identify trends and make fair evaluation without over emphasizing on recent performances.

Complete a checklist of skills and performance criteria

Having a checklist of skills and performance might make things a bit easier in your evaluation. A simple checklists can help you come up with a simple representation of your employees’ performance, making it easier to spot the lemons from the cherries.

Provide positive feedback and acknowledgement achievement

Finally, it is all about the vibe that you want within your team. All the judgement and constant scrutiny can definitely be taken the wrong way, therefore, providing positive feedback and acknowledging their efforts is as important as the whole evaluation process. It is not just about how you feel about your employees, but also how your employees feel about you and your company.


Amun Thapa, an emerging entrepreneur (Chhahari Production, Sasto Deal and Irish Pub) “My performance evaluation approach is based less on output and more on the employee’s attitude towards his/her job. Understanding their jobs and active participation at their jobs is what I look for. At the end of the day, their attitude is largely reflected in their performance.”

Trilochan Misra, Human Resource Manager for Nanglo Bakery “Nanglo has employees from different backgrounds, and as most are aware we also have differently abled people working at Nanglo. When it comes to performance evaluation, same rules apply to all. All are treated equally. Evaluations are based on personal hygiene, hospitality, timeliness and performance under pressure.”

Jenu Thapa, Human Resource Manager of Mega Bank “Although employees’ performances are evaluated once a year, our main focus is on motivating our employees. We believe that as a company we have a responsibility to create an atmosphere for our employees to feel motivated. Once we have good working environment, people will bring out the best in them, therefore making evaluation process much easier.”

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