Employee Evaluation

Anemployeeevaluationistheassessmentandreviewofaworkersjobperformance.Most
companieshaveanemployeeevaluationsystemwhereinemployeesareevaluatedonaregular
basis(oftenonceayear).
Typicallytheseassessmentsaredoneatyearendorontheemployee'sserviceanniversary.That
is,ifyouwerehiredinFebruary,yourevaluationisinFebruary,andifyouwerehiredin
December,yourevaluationisinDecember.
Manycompaniestietheirannualraisestotheemployeeevaluation.
Ifyourbusinessdoesthisanddoesevaluationsbasedonyourserviceanniversary,youcanfind
thatemployeeshiredattheendoftheyearreceivedisproportionateraisescomparedtotheir
coworkers.Thishappenswhenmanagerseitherusetoomuchoftheirraisebudgetearlyinthe
yearorsaveeverythinguntiltheendwhentheymusteitherusethemoneyorloseit.

Why Employers Use Employee Evaluations

Regularemployeeevaluationhelpsremindworkerswhattheirmanagersexpectinthe
workplace.Theyprovideemployerswithinformationtousewhen
makingemploymentdecisions,suchaspromotions,payraises,andlayoffs.
Inatraditionalemployeeevaluation,themanagerorsupervisorwritesandpresents
theemployee'scontributionsandshortcomingstotheemployee.Themanagerandemployeethen
discussimprovements.Someorganizationsasktheemployeetowriteaselfevaluationbeforethe
meeting.
Selfevaluationsareoftencriticaltoyourgoodperformancerating.Managerscannotpossibly
knoweverythingyoudoeveryday.Soawellwrittenselfevaluationwithsuccessesandcomplex
projectslistedcaninform,orremind,yourmanageraboutthegoalsyou'veaccomplishedandthe
contributionsyou'vemadeduringtheyear.
Bywritingthisup,youcaninfluenceyourmanager'sfinaldecisionaboutyourperformance
rating.Ifyou'vereceivedpraisefromclients,eitherinternalorexternal,includetheminyour
selfevaluationtoletyourmanagerknowthatothersappreciateyourwork.

Theperformanceevaluationprocessinorganizationsisongoingeverydayasthemanageror
supervisorobservesandcoacheseachemployee'sperformance.
Inmanyorganizationswithaformalemployeeevaluationprocess,employeesarerankedand
ratedincomparisontootheremployees.Raisesareassignedbasedonboththeassessment
rankingandtheratingusually15thatthemanagerassignstotheemployee'sperformance.
Additionally,someorganizationsdetermine,inadvance,thepercentageofemployeeswhomyou
canrank,1,2,3,4,and5.

Managers and Employee Scores in an Evaluation

Somemanagersdislikegivingnegativefeedbackandwillinflatetheirworkers'ratingstoavoid
difficultconversationsortomakehisdepartmentlookgoodupagainsthispeers.
However,rememberthatinthecaseofalayofforfiring,lawyerscansubpoenatheseemployee
evaluationsasevidenceinacourtcase.
IfamanagerfiresanemployeeforpoorperformanceinJune,buttheemployeecanproducean
evaluationfromDecemberthatratesherhighly,thecompanywillhaveahardtimedefendingthe
decisiontoterminate.
OthermanagersfeelthatunlessyouwereawardedaNobelprize,you'renothingmorethanan
averageperformer.Thesemanagersratetheiremployeeslowerthantheyshould.Thiscan
demoralizeemployeesandleadthemtoseekoutnewemployment.
Managersshouldkeepinmindthatlowperformanceratingslessenanemployee'schancesof
promotionandgrowthwithinthecompany.Theyincreasethechanceofavoluntarytermination.
Anaccuratelowratingcanhelpweedoutbademployees,butaninaccurateonecandrivehigh
performersoutofthecompany.

Your Rights as an Employee

Ifyoureceiveanevaluationthatyoudisagreewith,mostcompanieshaveanappealprocess.You
generallycanmeetwithaHumanResourcesmanagerandyourmanager,andsometimesyour
boss'sboss,togooverthereasonsforyourrating.Youcanpresentevidencethatperhapsyour
bossforgot.Awellwrittenselfevaluationcanoftenheadoffafalseappraisal.

Keepinmindthatmanycompanieshaveforcedrankingsandcanonlymarkacertain
percentageofemployeesasexceedsexpectations.Youmayhavebeenspectacular,butifyou
weren'tasspectacularasyourcoworkers,youmayfindyourratinglowerthanyoutrulydeserve.
AlsoKnownAs:performanceappraisal,performanceassessment,performancemanagement
Formoreinformationaboutemployeeevaluation,see:

PerformanceAppraisalsDon'tWork

ImprovePerformanceAppraisals

4ProblemsWithPerformanceAppraisals:WhereDoManagersGoWrong

Goals of Employee Performance Evaluation

Interestedinwhyorganizationsdoemployeeperformanceevaluation?It'sbothanevaluative
processandacommunicationtool.Donetraditionally,employeeperformanceevaluationis
universallydislikedbysupervisorsandemployees.
Performancemanagement,ontheotherhand,providestheadvantagesorganizationsseekin
doingperformanceevaluation.But,performancemanagement,participatedineffectivelyand
withtheappropriatemindset,accomplishesthesamegoals,andmore.
Performancemanagementalsosuppliesadditionaladvantagestoboththemanagerandthe
employee.
Thequestiononthetablenowiswhyorganizationswouldwanttoaskemployeestoparticipate
ineitheremployeeperformanceevaluationoraperformancemanagementsystem.Goodreasons
existforadvocatingthebasicconceptofperformanceevaluation.Imjustnotafanofthe
traditionalprocess.

Where Employee Performance Evaluation Fits

Insomeform,mostorganizationshaveanoverallplanforbusinesssuccess.Theemployee
performanceevaluationprocess,includinggoalsetting,performancemeasurement,

regularperformancefeedback,selfevaluation,employeerecognition,anddocumentationof
employeeprogress,ensuresthissuccess.
Theprocessdonewithcareandunderstandinghelpsemployeesseehowtheirjobsand
expectedcontributionsfitwithinthebiggerpictureoftheirorganization.
Themoreeffectiveevaluationprocessesaccomplishthesegoalsandhaveadditionalbenefits.
Documentedperformanceevaluationsarecommunicationtoolsthatensurethesupervisorand
herreportingstaffmembersareclearabouttherequirementsofeachemployeesjob.
Theevaluationalsocommunicatesthedesiredoutcomesoroutputsneededfromeach
employeesjobanddefineshowtheywillbemeasured.

Goals of Employee Performance Evaluation

Thesearethefivegoalsofaneffectiveemployeeevaluationprocess.

Theemployeeandthesupervisorareclearabouttheemployeesgoals,required
outcomesoroutputs,andhowthesuccessofthecontributionswillbeassessed.

Thegoalsofthebestemployeeperformanceevaluationsalsoincludeemployee
developmentandorganizationalimprovement.Theemployeeperformanceevaluation
helpsemployeesaccomplishbothpersonaldevelopmentandorganizationalgoals.The
actofwritingdownthegoalstakestheemployeeonestepclosertoaccomplishingthem.
Sincegoals,deliverablesandmeasurementsarenegotiatedinaneffectiveemployee
performanceevaluation,theemployeeandthesupervisorarecommittedtoachieving
them.Thewrittenpersonaldevelopmentgoalsareacommitmentfromtheorganizationto
assisttheemployeetogrowinhisorhercareer.

Employeeperformanceevaluationprovideslegal,ethical,andvisibleevidencethat
employeeswereactivelyinvolvedinunderstandingtherequirementsoftheirjobsand
theirperformance.Theaccompanyinggoalsetting,performancefeedback,and
documentationensurethatemployeesunderstandtheirrequiredoutputs.
Intheeventthatanemployeeisnotsucceedingorimprovinginhisjobperformance,the
performanceevaluationdocumentationcanbeusedtodevelopaPerformance
ImprovementPlan(PIP).

Thisplanprovidesmoredetailedgoalswithmorefrequentfeedbacktoanemployeewho
isstrugglingtoperform.Thegoalisimprovementbutnonperformancecanlead
todisciplinaryactionuptoandincludingemploymenttermination.

Inmanyorganizations,numericrankingsareusedtocompareanemployees
performancewiththeperformanceofotheremployees.Numericratingsarefrequent
componentsofthesesystems,too.
Nomatterhowfairandnondiscriminatory,theseratingsaremadetoappearthroughthe
endlessestablishmentofcriteriaforrating,theybasicallyboildowntothemanagers
opinionofanemployeesperformance.ThisiswhyIdontparticularlysupportnumeric
componentsinanemployeeperformanceevaluationprocess.

Theemployeeperformanceevaluationprovidesevidenceofnon
discriminatorypromotion,pay,andrecognitionprocesses.Thisisanimportant
considerationintrainingmanagerstoperformconsistent,regular,nondiscriminatory
employeeperformanceevaluations.
Thedocumentationofsuccessandfailuretoachievegoalsisacriticalcomponentofthe
employeeperformanceevaluationprocess.

Whileemployeeperformanceevaluationsystemstakemanyformsfromorganizationto
organization,thesearethecomponentsthatorganizationsaremostlikelytoinclude.Someare
moreeffectivethanothers.
Butthegoalsfortheemployeeperformanceevaluationsystem,ortheappraisalprocess,orthe
performancemanagementprocessaresimilar.Thedifferencesappearintheapproachandthe
details.And,thatcanmakeallofthedifferenceinhowthesystemisperceivedbyandcarried
outbyemployees.

Human Resources
Wanttoencouragemoreparticipationinperformanceevaluationandcareerplanningfromyour
employees?Theemployeeselfevaluationisoneofthebestmethodstoengageemployeesinthe
processoflookingatperformanceandsettingbothjobandcareergoals.

Theemployeeselfevaluationensuresthatemployeespreparethoughtfullyfortheirperformance
developmentplanningorappraisalmeetingwiththeirmanager.
Itprovidesausefulopportunityfortheemployeestoseriouslyconsidertheirlevelof
performanceandcontribution.
Thisisespeciallyimportantwhenyouwanttoencourageyouremployeestosetstretchgoals.
Selfreflectiononthepossibilitiescanenhancetheircapabilitytoaimfurther,higher,and
smarter.Itisnotthesameasthemanagerexpectingmorefromthem.Itisfarsuperiorfor
performancewhenitistheemployeeraisingtheexpectations.

An Employee Self-Evaluation Is a Career Promotion Tool

Theemployeeselfevaluationencouragesemployeestothinkaboutandplanfortheirfuturewith
yourorganization.Theycantargettheirnextopportunity,possiblepromotions,differentjobs
they'dliketotry,andcrosstrainingthey'dliketoobtain.Theselfevaluationisalsoan
opportunityforemployeestothinkabouttheircareerseitherwithyourcompanyorwithanother
employer.
Doesyourcompanyuseatraditionalperformanceappraisalsystem?Or,doesyourcompany
pursueaforwardthinkingperformancemanagementprocess?
Whatevermethodyourcompanyusestoencourageemployeeperformancedevelopment,
considermakinganemployeeselfevaluationanintegralcomponentintheprocess.
Youremployeeswillappreciatetheopportunityforinputandyourmanagerswillreceivefurther
insightintowhatmotivatesandexcitestheemployee.

Why Use an Employee Self-Evaluation?

Inaselfevaluation,anemployeerespondstoaseriesofquestionsthathelptheemployee
evaluatehisorherperformanceduringtheevaluationperiod.Thisguidestheemployeethrough
athoughtprocessthatallowshimorhertofocusonthemanyaspectsandnuancesof
performance.
Theemployeeispromptedtothinkaboutallofthecomponentsofperformance,fromthejob
descriptiontogoalsaccomplishedandtoincludeprofessionaldevelopmentinthemix.This
structuredapproachtoperformancemanagementandplanninghelpstheemployeetakealookat
hiscurrentanddesiredlevelofcontribution.

Thisselfevaluationopensuptheconversationbetweenanemployeeandthemanagerduringthe
performanceevaluationmeeting.Theactofselfevaluationandtheconcurrentintrospection
causesanemployeetoreviewgoals,assessprogressandthoughtfullyconsiderareasforjoband
careergrowth.

Purpose of Performance Evaluation

Theprimarypurposeofaperformanceevaluationistoencouragecommunicationaboutjob
performancebetweenthemanagerandhisorherreportingstaffmembers.Additionally,the
performanceevaluationmeetingisanidealtimetodiscuss:

thequalityandquantityoftheworkthatyouaccomplishedduringtheevaluation
timeframe,

yourbusinessgoalsforthequarterorevaluationtimeperiod,

yourgoalsforperformanceenhancementandimprovement,and

thenextstepsforyourpersonalandbusinessdevelopmentinyourjobandcareer.

Recommended Approach to Employee Self-Evaluation

Usetheseselfevaluationquestionstoprepareforyourperformancereviewandevaluation
meetingwithyourmanager.Doingthisselfevaluationwillensurethatyou:

spendtimethoughtfullyconsideringandevaluatingyourjobperformancesinceyourlast
performanceevaluationorperformancedevelopmentplanningmeeting,

thinkaboutyourwork,career,andpersonaldevelopmentprogresssinceyourlast
performanceevaluation,

thinkaboutthework,career,andpersonaldevelopmentgoalsyoudliketoachieve
duringthisperformanceevaluationperiod,

determineareasinwhichyouwanttoimproveyourperformanceusecoworkerand
managerfeedbackovertheevaluationtimeperiodasinput,

determinewhethertherearecomponentsofyourjobthatmightfitbetterelsewhereinthe
organization,

decideifyouarespendingtimeontasksthatarepreventingyoufromcontributingthe
outputsthattheorganizationmostneedsfromyou,

adjustyourjobdescriptiontobetterreflectwhatyouaredoing,

preparetosolicityourmanager'sopinionsabouthowyou'reperformingandwhetherhe
orsheneedsparticularoutcomesfromyouthatyou'renotcurrentlyproducing,and

prepareforyourinteractionwithyourmanagertohelpmaketheperformanceevaluation
meetingaconversation,notjustapassingofjudgmentbyyourmanager.

Usetheserecommendedselfevaluationquestionstothoughtfullypreparefortheperformance
developmentconversation.
Followingyourthoughtfulpreparation,pleasesendcopiesofyourselfevaluationtoyour
managerandtheHumanResourcesdepartmentpriortoyourperformancedevelopmentand
evaluationmeeting.

Tips to Help Managers Improve Performance

Appraisals
Question: How Can Managers Improve Performance Appraisals?
Managersatlargeorganizationsareoftenrequiredtoadheretoaparticularprocessofemployee
performanceappraisals.Howcanthosemanagersimproveperformanceappraisalswhenthey
can'toverhaultheiremployeeevaluationsystemaltogether?

Response:
Noteverymanagerhastheopportunitytoimpactorimprovetheoverallperformanceappraisal
systemwithinwhichtheymustwork.
But,everymanagercantakethesystemtheyvebeendealtandturntheperformanceappraisal
processintoapositive,rewarding,beneficialprocessforboththemselvesandtheemployeeswho
reporttothem.

Managerscanimproveperformanceappraisalsandmakethemintoaneffectivecommunication,
goalsetting,anddevelopmenttoolforemployeeswhileoperatingwithintherequirementsof
theirsystemofperformanceevaluations.
Managerscanstartbyimplementingthesuggestionsintheseperformanceappraisal
FAQs(frequentlyaskedquestions).Theycanendupwiththerequiredperformanceappraisal
documentbutmaketheperformanceappraisalprocessusefulbytheirapproach.
Herearefivewaysmanagerscanimmediatelyimproveperformanceappraisals.

Usetheperformanceappraisaldocumentperiodically,atleastquarterly,throughoutthe
yeartoassessemployeeprogress.Theperformanceappraisaldocumentisauseful
discussionstarter.Itconsolidatesemployeeperformanceinformationinonespot.The
performanceappraisalreportprovidesarunningrecordofemployeeperformance
discussionsallyear.Itoffersapictureoftheemployee'saccomplishmentsandprogress
throughouttheyear.

Providefeedbacktoemployeesregularlynotjustintheannualperformanceappraisal.
Employeeslikeregularfeedback(particularlymillennialemployees)andeffective
managerstaketimeeverydayforemployeefeedback.Managersgetmorecomfortable
withfeedback,betteratgivingfeedback,andtheynipproblemsbeforetheybecomebig.

Engagetheemployeesinatwowaydiscussionwhenevertheirperformanceisthetopic.
Youcanimproveperformanceappraisalsbyinvolvingtheemployeeinthediscussionall
yearlong.Thentheofficialperformanceappraisaldayisjustanextensionofthenormal
performancediscussion.
Effectiveperformanceappraisalsareneveratalkbyamanager.Ifthemanageristalking
evenhalfthetime,theperformanceappraisalisnotatwowayconversation.Itsa
lecture.Makethemajorityoftheconversationpositive,reinforcing,anddevelopmental
fortheemployee.Afterall,it'shisorherstagedonecorrectly.

Improveperformanceappraisalsbyusinganemployeeselfappraisalpriortothe
performanceappraisal.Fartoomanymanagersgiveemployeesacopyoftheactualform
beforetheperformanceappraisalmeeting.
Intheworstcases,boththemanagerandtheemployeefillouttheform,givethe
employeeagradeorscore,andthen,arriveattheperformanceappraisalmeetingduginto
theirpositionsandpointsofview.
Evenworse,somemanagerstelltheemployeestofillouttheirperformanceappraisal,
andiftheydoagoodjob,themanagerwillsignit.Inthisrecommendation,themanager

arrivesatthemeetingwithideasjotteddownontheform;theemployeecomeswiththeir
selfappraisalfilledoutandthenthediscussionbegins.

Aneffectiveperformanceappraisaltrustsemployeestodotherightthingiftheyknow
whattherightthingis.Consequently,settingperformancegoalsiscriticallyimportant,
buthowyousetthegoalsisthemostimportantfactorofall.
Setgoalsinawaythatreinforcestheemployee'sabilitytoplanandimplementthesteps
necessarytoreachthegoal.Theperformanceappraisalmustsupportandstrengthen
theemployee'sempowerment,hisorherabilitytochartthecoursetosuccessful
accomplishments.Seemoreabouthowtomakegoalsuseful.

Youcanusethesefiveideasimmediatelytoimproveperformanceappraisals.

Performance Appraisal Tips

WhereDoManagersGoWrongWithPerformanceAppraisals?

HowCanManagersImprovePerformanceAppraisals?

HowCanaManagerSuccessfullyApproachPerformanceAppraisalGoals?

3MainReasonsWhyPerformanceReviewsAreNotSuccessfulTools

Sample Questions for an Employee Selfevaluation

Employeeselfevaluationisrecommendedaspartofyourperformancedevelopmentplanning
process.Itisusedtoengageandinvolveemployeesintakingacloselookattheirperformance.
Employeeselfevaluationsalsocontributetotheeffectivenessoftheexchangebetweenthe
employeeandtheirmanagerduringtheperformancedevelopmentplanningorperformance
appraisalmeeting.Theyhelptheemployeethoughtfullyparticipateinthediscussionratherthan
sittingandtakingitallinwhilethemanagertalks.
Indoingthepreparationbeforethemeeting,employeescanspendtimethinkingaboutwhatthey
wanttoachieveandaccomplishintheircareers.Theycanconsiderfactorssuchasthenextjob

forwhichthey'dliketoprepare.Theycantellthemanageraboutthekindsofhelptheywillneed
toachievetheirgoals.
Everyemployeeneedstodevelopacareerpaththatwillallowthemtocreateafulfillingwork
life.Themostengagedandmotivatedemployeesareoneswhohaveapaththattheycansee
themselvesachievingandthatmakesthemabletoachievetheirgoalsanddreams.
Inanearlierarticle,Ireviewedallofthereasonswhyyoumightwanttoincludeemployeeself
evaluationinyourperformancedevelopmentplanningprocess.Theoverallapproachandformat
fortheemployeeselfassessmentwerealsoprovided.
Takealookatthearticleandthenchoosesomeorallofthesesamplequestionsforthe
evaluationsyouremployeesdoregardingtheirperformanceandcareerplansinyour
organization.

Self Evaluation Questions

Pleasethoughtfullyrespondtothefollowingquestionsforyourselfevaluation.Plantoshare
yourresponseswithyourmanager.
JobComponents
Reviewyourjobdescription.

Identifyanycomponentsofthejobdescriptionthatyounolongerdoorthatnowtake
additionaltime.

Describeanynewgoals,responsibilities,oraddedchallengesyouhavetakenonsince
yourmostrecentperformanceevaluation.Identifythosethatrequireadditionaldecision
making,responsibility,accountability,oroversightoftheworkofotheremployees.

Identifywhatyoulikemostaboutyourcurrentjob.

Determinethecomponentsofyourjobthatyouwouldyouliketochangeoreliminate.
Why?

Achievements
Whatareyourmostsignificantaccomplishmentsandcontributionssinceyourmostrecent
performanceevaluation?

Whataccomplishmentandachievementsareyoutheproudestofsinceyourlast
performanceevaluation?

Whatgoalsdoyouwishyouhadaccomplishedsinceyourlastperformanceevaluation,butdid
not?

Whatwouldhavehelpedyoutoaccomplishthesegoals?

Inwhatothermajorprojectsandinitiativesdidyouparticipateandcontributesinceyourmost
recentperformanceevaluation?
Whatworkareyouperformingthatisoutsidethescopeofyourcurrentjobdescription?
Goals
Whatjobrelatedgoalswouldyouliketoaccomplishduringthisevaluationperiod?
Howcanyoursupervisorhelpyoutoaccomplishthesejobrelatedgoals?
Whatadditionalsupportcanthisorganizationprovidesothatyouareabletoachievethese
goals?
ProfessionalDevelopment
Whatprofessionaljoborcareergrowthgoalsdoyouhopetoachievewithinthreeyears?
Whatresourcesandsupportcanthisorganizationprovidesothatyoucanaccomplishthis
professionaljoborcareergrowthgoals?
Whatprofessionalandpersonalgoalswillhelpyouimproveordevelopyourperformancein
yourcurrentjob?
Whatadditionalsupportcanthisorganizationprovidesothatyoucanaccomplishthesegoals?
Whencompleted,pleasesendcopiesofthisselfevaluationtoyoursupervisorandHuman
Resourcespriortoyourperformanceevaluationmeeting.