1. Want Greater Returns on Performance
Evaluations? Tie Them to Career Aspirations
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Employees are more likely to engage in a performance review when they feel like what
they are doing for you matters. Talking about positives and negatives once a year, in
relation to departmental- and organizational goals, may not create the best incentive
for employees to improve performance. Instead, communicate to your team the
significance of current performance by tying it directly to future career aspirations.
Tools like TRUE Performance help you demonstrate how a measurable improvement in
a single performance item actually prepares your employees for their next job.
TRUE Performance allows employees to see their current performance in terms of
standardized workplace elements- the activities, tasks, knowledge, skills, and abilities
required for success in the role. An intuitive, color-coded rating scale and workplace
examples bring transparency to precisely what is being measured, and how ratings are
influenced. What’s clever is that the system goes a step further to give line-of-sight
into how an individual’s current performance will translate into their level of preparation
for other roles in their career path. Illustrated with metrics and job-specific examples,
TRUE Performance provides your employees context as to how performance in the
current role equates to readiness for future roles.
Now the performance conversation takes on new life. Employees are motivated to
talk about and address what needs improvement because they can see exactly how
performance drivers impact their career path. Lower evaluation scores become areas of
opportunity when presented in terms of mastering skills for the next job. You don’t have
to overhaul your entire performance process; presenting it through a slightly different
lens is what you need to get your employees engaged.