As a college Vice President and successful entrepreneur, I have received and conducted my fair share of evaluations. Early in my career, as the recipient, I remember sweaty palms, unasked questions, elation over good marks, and deflation over low ones. Most years, we never discussed the evaluation again, after it was given.
Giving an evaluation can be equally stressful. No one ever taught me how to give a good evaluation in a behavioral sense. I’ve been trained on the tool, but not the rich and powerful philosophy behind it or how to use it to coach, motivate, inspire, and LEAD!
Most recently, my organization underwent a significant design process for evaluations and realigning job grades. Simultaneously, I hired several key positions and conducted evaluations of my direct reports. In the midst of it, the team debated the value of merit pay versus other rewards.
After long and bountiful conversations with my employees, colleagues, and HR professionals, I am convinced more than ever that evaluation processes harness transformative power for the individual, team, and organization. Monetary rewards pale in comparison as a motivating factor.
Done correctly, evaluations lay the ground work for:
I propose a simple process.
When it’s finished, take a look at the evaluation prior to your one-on-one’s with direct reports and be ready to talk through the plans you made. Give performance updates throughout the year and solicit feedback from the employee. As a result of processes like this, I’ve worked through very difficult conversations. I’ve also watched some team members blossom into their best selves. As a result, their careers took off! What a fulfilling and exciting experience for a leader.
Pamela Witter is a published author, fundraiser, and life-long student of leadership. Browse Pam's blog entries for possible conference session or keynote topics. Pam customizes training opportunities for her clients.
Email me at BeASeedPlanter@outlook.com.