Performance Appraisals (cont.)
Performance Reviews and Your Attitude
Your attitude toward your employees and how important you feel it is to invest (not spend) time developing them may possibly be one of the most important in this article; most important because it goes to the heart of the evaluation process.
It's a shame that managers, being often task driven, can't see a direct and immediate reward for every unit of time devoted to developing the human assets we are responsible for. If only every employee had a value meter on the forehead by which we could see how we have increased his knowledge and subsequent value. Unfortunately, the time we invest must be done with faith (but not blind faith!). Remember the times when you invested in certain employees and how those efforts eventually bore fruit in increased performance?
The review process is just that‑‑a process, not a one‑time occurrence; a continuing process from which the result does not come as a surprise to either you or the employee. It's a constantly monitored series of bench-marks that show performance patterns, and, when properly developed and executed, will improve most negative behavior.
Your goal with reviews is to get the most from your people by:
- Reinforcing positive work habits and achievements. This can also be the basis for who gets promoted and when.
- Redirecting non‑productive work habits and learning what additional training they need.
- Establishing the attitude with employees that they, with your help, are the master of their work, that they have their careers in their own hands.
- Closing any understanding gaps between you and them.
- And of course, motivation because the process was done properly and because (and this is key) they have left with your positive expectations about their future progress!