Performance Evaluation: Friend or Foe
The dreaded performance evaluation. So many of us cringe at being reviewed, assessed and evaluated, but let's remember the purpose of evaluation. It is to strengthen, build, celebrate and review the work. It is a time setaside for reflection and a necessary part of developing into the best version of ourselves to perform the role we've been assigned to the best of our ability. Performance evaluation is both a point-in-time assessment -- usually once per year -- and an ongoing process built through a series of intentional conversations. It is grounded in the objective process of setting clear expectations, providing a well-defined job description, and maintaining reasonable and consistent performance standards. The performance is then measured against these objective standards. The goal is to build up and edify, not critique and look for gotchas. Performance evaluation is a process supported by regular feedback on expectations, recognition of achievements, identification of concerns and opportunities for growth, and a focus on long-term development.
All of us need to be evaluated. We need to know what we do well and where we can improve. We all have blind spots that can be disclosed by an objective look at whether or not we meet the mark. Consider these three objectives:
Make sure all performance expectations are outlined in writing. This includes job descriptions, performance goals, and rules to follow. It is unrealistic and inappropriate to expect people to meet expectations that are not in writing.
Hold people to standards. Standards equally applied is what gives them weight. You do not get to make exceptions for some and hold others feet to the ground.
Always leave room for development and/or corrective action. People need to be provided opportunity to strengthen their weaknesses or correct performance that falls short.
Consider the culture of performance evaluations in your organization. Are you hitting the mark...?
Does your Board undergo an annual evaluation of their own performance which includes assessing their performance as individual board members?
Do all staff receive regular feedback from supervisors and a formal performance evaluation at least annually?
Are unpaid staff/regular volunteers provided evaluations at least annually?
If you aren't yet making the grade on performance evaluations, this is a great time to start. Need help? Check this out.