Employee Assessment: Are you doing it right?
Employee assessment is not an easy task. At times, it can be torturous as the employees feel the assessment was not right.
What mistakes do the managers make while assessing the employees for their performance?
Here is a list of mistakes, along with possible solutions so that managers can avoid them.
Reviewing performance with a top-down approach ONLY!
Solution: Communication is a two-way process and if the same thought can be followed during employee assessment, you can be assured that the employee will not go out of the room and say, They didn’t let me say anything! That’s sick!
Many a times an assessment is carried out for discussions on salary as well as employee development
Solution: When a manager tells an employee, The work load is peaking. You need to carry out the following tasks and for that you need to undergo this training. Once you are done with the training process, you will get a hike accordingly.
This is a comfortable say and the employee even looks happy for the time being. However, imagine that the training process is completed, but the employee has not been up to the mark. He will still expect a hike as it has been discussed in advance. Now, you are in a fix (as a manager). So, it is better to either talk about employee development or talk about the employee’s salary.
Manager has no idea about what the employee does on a day-to-day basis.
Solution: Ask a supervisor to carry out employee assessment in this case. For example: If you have a company which is in the field of digital marketing. You have divisions such as developers, SEO people, content writers and others. If an SEO manager is reviewing the performance of the web developers, it can be a disaster because he might have little or no knowledge about web development.
No notice period given.
Solution: Give the employee a notice period for their “Judgment Day”, well in advance.
Grading instead of providing feedback to employees.
Solution: After an employee assessment, employees expect managers to let them know where they were lagging and what qualities have been appreciated. Grading can confuse them. For example, let the grades be noted as; 0-3 Grade D, 3.1-5 Grade C, 5.1-8 Grade B and 9-10 Grade A. An employee works hard but due to a number of leaves taken, the manager wants to give him 7.8/10, that is grade B. Another employee is lazy and not efficient. However, he has never taken a leave till now. So, the manager rates him 5.2/10, that is grade B.
So, these mistakes can be avoided and help improve an employee’s performance and keep them happy at the same time.