Employee Evaluation Examples
15Five simplifies the employee evaluation process by asking simple yet stimulating questions and starting meaningful conversations.
The millennials are coming! The millennials are coming! Every business writer is scaring you with stories of the coming wave of entitled, easily-distracted employees. The new generation of talented youngsters is not the disaster that they are being made out to be, but they do have certain needs and propensities that you have to prepare for.
Millennials won’t be at your company for thirty years. You’re lucky if they stay for three. With all that job-hopping, a yearly review means 2-3 performance evaluations in the lifetime of their employment. Why risk losing your A-players because they haven’t gotten the feedback or support at the moment they needed it?
You can’t contribute to team success and growth by having employee evaluations only once or twice each year. Instead of relying solely on the annual performance review, many companies are choosing continuous feedback platforms that foster open communication between managers and employees all year long. Platforms like 15Five instigate weekly conversations so that issues can be addressed before they become problems. Instead of just evaluating performance, managers can help employees grow and reach goals in real-time.
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When problems are unknown they will only recur and multiply, so that by the time the quarterly or annual employee evaluation comes around, managers are faced with having to address a host of issues that could have been avoided if mentioned earlier.
Another flaw in the sporadic evaluation process is that problems will be forgotten by the time the review comes around. Since memory is inherently unreliable, regular pulse checks can supplement recent history with an objective historical record of performance that is more complete, comprehensive, and qualitative.
Annual employee evaluations are ineffective because there is usually not enough data to have an impactful discussion about your team’s progress. And employees often dread a meeting in which they basically have to defend themselves against their employer’s partial ignorance of their actual performance.
Using 15Five for Employee Evaluations
That’s why we created the 15Five Custom Reports feature that allows managers to view the answers to any question they’ve ever asked an employee. Every question that you have ever asked your team and every answer and comment you provide are securely and permanently stored within the application. See how your team answered, “What’s one idea to improve your role or the company?”
You can view the entire arc of every employee’s career at the company. Easily access detailed information on team efforts and individual achievement to get an accurate picture of performance over time.
According to the Society of Human Resource Management, companies large and small need to 1) augment annual reviews with more consistent interactions, and 2) implement systems of open communication and feedback. In their 2012 Employee Satisfaction and Engagement Survey SHRM stated that “employee engagement and job satisfaction should not be something that HR professionals and their organizations measure once a year. They need to be built into an organization’s day-to-day activities.”
When employees submit regular updates, it allows management to respond with support to the highest needs of the talented people who work for them, while simultaneously creating an archive for highly effective annual reviews.
Another memory issue is that we are hard-wired to judge based on our most recent memories. So when a below-average performer starts to improve in only the last two or three months leading up to the evaluation, managers tend to rate that person highly.
And sometimes A-players suddenly encounter personal or professional challenges leading up to the eval. These recent issues can taint an otherwise stellar work record because managers view performance through too narrow of a lense.
If you wait to do a review once every year, you miss a huge opportunity to have your team operating at its peak potential. Priorities and shifts in the market occur all the time, not just every December. By neglecting regular check-ins with talent, leaders are unable to collect valuable information that could mean the difference between success and failure. Checking in quarterly, monthly, and weekly will provide valuable information that can be acted upon in time to make a difference.
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