A staggering approach of assessment may help employee's performance and encourages employee to open up with their challenges.
1. Unable to enage the employee. Many employees are not full engaged in the assessment. The person sees this event as a show put up by the management to demonstrate the management is interested in developing the employees.
2. Untimely feedback. Normally assessments are only conducted once or twice a year. Employees felt that there is nothing that they can do to improve the situation when that thing that was pointed out by the management occured months ago.
3. Lack of followup. With assessments limited to once or twice a year. It is easy for both manager and employees not to have any follow up on the assessments.
The employee's key performance objective and area of improvements are normally finalized during year end. Manager and employee are expected to maintain the document on a regular basis.
Managers are expected to keep track of employee’s:
- Performance objective results.
- Observation of how employee's approach in achieving performance objectives.
- Whenever a key objective is achieved, perform a 360 degrees feedback by asking stake holders and employees who they have worked with.
- Match observation and feedback to key performance objective and area of improvements.
Employees are expected to keep track of:
- Performance objective results.
- Setbacks and experience in work.
- Feedback or advice from the manager.
- Feedback that can be given to the manager.
The manager is expected to look at trends through 360 feedback and employee's behavior. The trends can be:
- Employee's improvement based on previous year’s feedback.
- Behaviors that employee should encourage to have.
- Areas that need to be improved but not mentioned in previous year’s feedback.
Every quarter or whenever a key performance objective has been completed, there should be a meeting between manager and employee. The discussion should base on the objective of the key performance objective and employee’s area of improvement.
The purpose of a regular employee performance review is to:
- Provide timely feedback to employee’s performance.
- Immediate corrective actions can be taken instead of waiting for mid-year or year-end review.
- Identify employee’s new areas of improvement for the coming year.
Both manager and employee must take into heart that the review are specifically for areas of improvement that are identify from previous year’s review. Any new areas of improvement should either be re-prioritize or set for the following year.
A regular review demonstrates a trend to both employee and manager. The trend will tell everyone that whether the employee is heading the right direction and meets the expectation of the manager. If the trend is good, manager should encourage the employee to continue with whatever that they are doing. If the trend is bad, manager and employee should study the causes, take correctly action immediately and review again in a few month’s time.
2. Fully develop and improve employee's work performance.
3. A more effective employee assessment where both parties are keen working on it.
4. A more candid working environment, where mistakes are allowed and learned.
All employees in the organization must understand the company's mission statement, business plans and its business phylosophy. The mission statement, busioness plans and business phylosophy will be used as a basis for the employee's assessment.
For instance, if the business plan is to improve sales by 10% and the business phylosophy is to comply with all legal requirements. Then, the employee's assessment should be based upon that. If the employee was able to achieve the 10% requirement but through an illegal means, it is still considered as a fail.