Tuning-Up Performance — Fiorenza
Performance evaluations must be consistent with the rest of the documentation in an employee’s personnel file, and supervisors must be trained to ensure such consistency. Managers must be specifically trained to avoid the creation of negative documentation in the evaluation process and to limit their evaluation and written comments to job related, objective, observable and, where possible, quantifiable factors.
Much managerial and employee resistance to performance evaluations is rooted in the fact that such procedures have no connection to anything else perceived as important to the organization. To succeed, employee appraisal and development systems must not be static, “paperwork” programs.
Ideally, these systems are based on the recognition that every employee, supervisor, manager and top-level executive benefits from an ongoing, open system of communication that directly relates to overall company goals and objectives.
The performance evaluation system is part of communicating where an employee fits within an organization, where her contributions have mattered, and where there is room for improvement.
It is a process that recognizes and documents successes in terms that relate to overall company goals—quality improvement, new markets, dedicated work ethic, positive work environment, etc.—and does the same when documenting failures such as lost customers, spoiled work, poor attitude, etc.
The successful employee appraisal system does not simply evaluate events, but connects daily work events to the overall outcome achieved by the employee, at her job, in her department, and by the organization. Such evaluations provide the opportunity to truly concentrate on the many intangibles of the work environment.
They lead managers and supervisors away from concluding that the argumentative, negative, bullying employee is their “best worker” and instead enhance recognition that job performance encompasses more than simply what is done. Performance is just as much about how tasks are performed, and whether employees enhance or undermine the work environment around them.