Performance evaluation remarksTodays evaluation process, or more specifically, the actual performance review, shouldnot be an anxiety causing, once a year meeting between employee and manager. If yourorganization continues to employ the old school philosophy and practice of employeeevaluations, its time to shift your thinking and processes.IntroductionThe evaluation process, which includes one or several face-to-face meetings betweenemployee and supervisor, must be part of a larger, well defined agreement of goals,expectations, and regular, ongoing feedback. Ensuring regular conversations andfeedback with staff, creates an open, two-way, and relaxed environment to work in, andto provide feedback and evaluation. As managers, we need to coach and care for our staffby providing them with clear direction, expectations, goals, and feedback.Creating a Performance CultureThe evaluation process as a whole, or what is often called the performance managementsystem, should serve as a motivator to employees, and not something to worry about. Theperformance review process should provide direction and set goals for employees so theyknow whats expected of them and can perform independently. This kind of planningallows employees to work toward personal and professional goals and encouragessuccess beyond expectation.If designed correctly, the performance review will:o Improve communication.o Allow employees to be part of their professional development plans.o Increase productivity.o Identify performance issues and train to correct them.o Determine goals and create action plans to improve employee skills.Recognizing the performance review as a two-way street between manager and employeemeans each has a responsibility toward it, and a specific role within it, for it to besuccessful.The employee must:o Take an honest approach in completing a self-assessment of success and failures,strengths and weaknesses of their performance, and identification of their goals, andobjectives.The manager, and the organization, needs to:
o Support a culture of growth, self-improvement, learning, and risk-taking, whileproviding coaching where there are gaps, recognition of successes, and ongoing listeningof issues, concerns or challenges.This is why learning and development departments must align with HR. The performancereview system is where identification of learning programs, skill development, andknowledge needs comes from. Based on the identification by employees of their areas ofweakness, or where they want to know more, or gain strengths, is the breeding ground fornew programs.Performance Planning is Win/WinOrganizational success means individual success, and individual success meansorganizational success. Consider the following win/win opportunities through a welldefined, managed performance review system:1. The performance review is an opportunity to listen to employees about what type ofnew skills, knowledge, or training they need so they are able to do their jobs successfully.2. Identifying learning and development programs based on staff input helps create jobsuccess while aligning with organizational goals.3. A performance review program works as a retention tool because employees get thesupport, direction, and career development they want.4. A performance management process shows employees they are important by:o Taking time to meet with staff, identify their personal goals and translate them intoprofessional expectations.o Listen to their training and knowledge needs.o Support them in personal and professional development to reach identified goals.o Offer feedback for self-improvement and career advancement.SummaryEmployee reviews or performance evaluations are no longer what they once were. Todaythey are part of a larger process that plays a strategic role in a companys future.By identifying individual needs for performance success, and aligning individualexpectations with organizational goals, and success definitions, companies supportpersonal development through professional growth. The result: employees work hard tomeet and exceed organizational goals because they feel part of it, and it meets theirpersonal goals too.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.