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Article: “The New Rules of Employee Evaluation”

Summary of the Approach: The article, “The New Rules of Employee Evaluation,” discusses the shift in performance management and employee evaluation from traditional annual reviews to a more continuous and feedback-oriented approach. It highlights how many companies are abandoning the old method of ranking employees on a bell curve and instead focusing on regular check-ins, ongoing feedback, and goal-setting.

Aspects to Enhance Employee Performance: As a manager, there are several aspects of this approach that I would use to enhance the performance of employees:

Regular Check-ins: Instead of waiting for an annual review, I would implement regular check-ins with my employees. This would allow for more frequent communication and feedback, enabling me to address any issues promptly and provide guidance and support when needed.

Ongoing Feedback: I would adopt the practice of providing continuous feedback to my employees. This would involve recognizing their achievements, offering constructive criticism, and guiding them towards improvement. By providing feedback in real-time, employees can make adjustments and grow professionally more effectively.

Goal-setting: I would emphasize the importance of setting clear goals with my employees. By establishing specific, measurable, attainable, relevant, and time-bound (SMART) goals, employees have a sense of direction and purpose. Regularly reviewing progress towards these goals allows for adjustments and helps maintain motivation.

Employee Development: I would prioritize employee development by providing opportunities for learning and growth. This could include training programs, mentoring, or job rotations. Investing in employees’ professional development not only enhances their skills but also boosts their motivation and engagement.

What I Would Do Differently: While the approach described in the article is valuable, there are a few aspects I would do differently:

360-Degree Feedback: I would incorporate 360-degree feedback into the evaluation process. This involves gathering feedback from colleagues, subordinates, and superiors to gain a more comprehensive understanding of an employee’s performance. This multi-perspective evaluation provides a more well-rounded assessment and helps identify blind spots.

Recognition and Rewards: I would place more emphasis on recognition and rewards for exceptional performance. While ongoing feedback is crucial for improvement, acknowledging and rewarding outstanding achievements can further motivate employees to excel. This could include bonuses, promotions, or public recognition.

Training for Managers: I would ensure that managers receive proper training in providing effective feedback and coaching skills. Many managers may not have the necessary skills to deliver feedback constructively or coach employees towards improvement. By equipping managers with the right tools, they can effectively support their team’s growth.

In conclusion, the shift towards a more continuous and feedback-oriented approach to performance management and employee evaluation is beneficial for enhancing employee performance. Regular check-ins, ongoing feedback, goal-setting, and employee development are key aspects that I would utilize as a manager. Additionally, incorporating 360-degree feedback, emphasizing recognition and rewards, and providing training for managers are areas where I would make improvements to this approach.



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