Perfectly Fair Employee Evaluation

The employee evaluation is usually the real pain for the manager. Human Resources sends out the schedule of the performance appraisals season, and the manager has to allocate large proportion of the working days to prepare the feedback for employees.

The performance management process is the key HR process for the high performance corporate culture. The employee evaluation sets the reasonable expectations for the following period. The employee evaluation is about finding the strengths and identifying the gaps. The employee evaluation has a positive impact on the employees’ motivation. However, it has to be conducted properly.

The managers have to understand the role of the performance management and the employee evaluation. The employee evaluation is not the bonus distribution tool. The employee evaluation helps the company in growing the value of the human capital employed.

What has the manager do in the beginning of the year?

The manager has to be prepared for the employee evaluation, and it is not a job for one afternoon. The manager has to work consistently on the employee evaluations during the year. The manager cannot persuade the employee evaluation as the activity run once a year.

The employee evaluation always starts with the goal setting. The goals have to be smart, achievable, realistic and have to generate the value added to the organization. The goals are introduced to manage the development of the organization. The manager has to be realistic in setting goals and have to keep in mind the entire organization benefiting from the effort of the individual employees.

The employee evaluation is easier with the challenging and reasonable goals. The manager evaluates the performance and contribution of employees against goals. It is not perfect, but it is fair.

The HR Manager can be the participant of the employee evaluation, protecting the employees and helping the manager with the evaluation. The HR Manager should be informed about the progress of the employee evaluations and has the right to intervene in the process.

The manager is responsible for monitoring the progress of employees during the year. The manager has to give feedback to the employee and has to be available for the consultations. The manager cannot leave employees alone. The goal setting is not distributing the responsibility for the team.

The employee evaluation is a commitment of the manager for the next period. The manager has to prepare for the performance appraisals well.

The role of the employee in the employee evaluation

The employee has the same importance in the employee evaluation process as the manager has. The manager has to set the realistic goals, provide guidance and manage the employee. The employee has to plan and reach goals and work on the self-development as the organization realizes the benefits.

The employee has the right to cooperate during the goal-setting process and has almost the equal role in the performance appraisal. The employee has to prepare the self-evaluation part of the employee evaluation.

The employee has to right to refuse the goals, when the goals are too challenging, and there is an extremely limited chance to reach the desired status. The employee has the right to ask the manager for support during the year.

The employee has to agree with the development plan, and the manager has to cooperate with the employee during the year as the individual development plan is fully realized. The individual development plan is not just about training. It is about the development of competencies by doing new things and taking over the challenging roles.

The employee has to realize the contribution to the organization and the overall importance of the employee evaluations. The employee evaluation helps the employee in growing the personality and increasing his or her value on the job market. As the employee is more experienced, he or she can ask for a pay increase or find a better job.