Employee Evaluation

I feel that it is indeed correct to evaluate workers formally. Constant feedback delivered by management is a wonderful tool for motivation, in particular. However, if management needs to correct a particular action or procedure that occurs on a regular basis, it is much more important to have a formal evaluation method currently in place. It is always important to document items that are of a critical nature as well as documenting items of a positive nature. I firmly believe in the concept of total performance management. It is important to set goals and evaluate performance in a formal setting. There is no question then about what is expected of each employee. It is set out in black and white. And, when an employee continues to perform actions that have negative repercussions within his or her department or area, there is a formal notation of the action and formal disciplinary action may take place. This documentation could be particularly handy at some later point in time should a terminated employee choose to file a lawsuit for wrongful termination.

The formal evaluation also provides management the opportunity to see what is working within an organization and the common elements that help to define success in that area. They could utilize the evaluation as a training tool to provide employees that are a little more challenged with some ideas that have proven to be successful for fellow employees. In addition, this would also highlight aspects of positive performance for the same challenged employee. Hopefully, this will encourage the employee to view the items that are of a less favorable nature to take corrective measures without feeling as though his occupational performance was viewed strictly in a critical manner.

The method of daily feedback does provide employees “on the spot” positive reinforcement, which is terrific for employee motivation, however it lacks the ability to place any real emphasis on actions that may be perceived as having negative repercussions for the department. The employee should realize that his or her behavior in the affected area should change, and provide useful suggestions for facilitating the change in behavior or action. It is then noted that the employee was given notice of the action or behavior and the tools for change. Then, if the action is not corrected by the next evaluation period, further formal action may be taken. The truth is, no one enjoys giving performance evaluations, or receiving them. However, they are a necessary tool in developing a quality workforce.

A one-size-fits-all approach to evaluating employees is narrow in scope and mind, in my opinion. Team performance should not be heavily weighted when evaluating employees in a sales position. For instance, they should not be evaluated based strictly on the team performance. How one performs in a sales position is highly personal and individualized. Desired results may be obtained in different forms or fashions.

The same concept holds true for persons in website development and administration.