Skip to main content

How To Disrupt Employee Evaluations

If you’re a regular reader, you know I’m not big on resumes or job descriptions. Guess what. I don’t like employee evaluations either. I mean those bingo card things, where if you don’t get 5 on everything (and you never do) you feel bad. Right?
Time to disrupt…
You can make yourself a fancy form, or just feel free to add up the numbers in your head. All you really have to do is rate your company on these 20 key employee satisfaction drivers. And by that, I mean your personal satisfaction, as an employee, because that’s all that counts on this Employee Evaluation. And just because I only want to disrupt, not cause a revolution, let’s stick with the same scoring system, 1 – 5, where 1 is absolutely not, and 5 is yes, perfectly.
  1. I understand my CEO’s vision.
  2. My CEO’s vision is personally relevant to me.
  3. I understand the plan to achieve the vision.
  4. I know what my part of the action is in the organization’s quest for the vision.
  5. I have the tools I need to do my part.
  6. People here are generally approachable when I need help.
  7. I have at least one or two people that I feel I do my best work with.
  8. It feels like there is enough to go around at the company. (Like, I never feel I have to share paper clips and ration coffee.)
  9. I get frequent updates on where the organization is on its quest for success, and I believe them.
  10. I generally feel energized by my work.
  11. I sometimes find myself thinking about things I could do that haven’t been assigned to me or aren’t in my job description or on my task list.
  12. I feel connected to others at work – both teammates and customers.
  13. I feel that I have a mission that is important to me.
  14. It seems natural to be doing what I’m doing.
  15. I’m given enough responsibility at work.
  16. I’m given enough respect at work.
  17. I’m given enough rewards at work.
  18. I’m given the kind of rewards I like.
  19. I’m given the kind of feedback I like.
  20. I’m given enough feedback at the right time.
Now, we could add up your scores and talk about how close to 100 your organization came, but it’s not likely to be close enough to avoid the bad feelings people have about their individual employee evaluations. (I know, organizations aren’t supposed to have feelings, but since legally, they’re treated as people, maybe we shouldn’t write their emotional life off so fast.)
What if, instead, you gave your organization a performance improvement plan?

© 2018 Dr. Janice Presser. This blog is reposted from the July 9, 2018 entry on with permission.


Popular posts from this blog

Teamability: The ability to be a great team player.

Everyone wants great team players. What can you do to be a better one? Try answering these questions and you’ll generate your own personalized tips: Think back over all your job experiences – both paid and volunteer work. What really made you feel good? Make a list. Can you find some similarities? There’s an excellent chance that you’ll team best when doing the same types of tasks, with similar responsibilities, in comparable work environments.  Maybe you can swap some of your favorites with a co-worker!You don’t have to be a manager to help your teammates. Does someone need a hand with something that you can offer? Go for it! You’ll have fun doing it, and they’ll be grateful that they have you on the team.There’s really no better gift than honest, caring, respectful feedback. Is there someone you trust to give you some?  If so, go ahead and ask. In fact, your first question should be for feedback on how you team!You probably have a good sense of how you make your best contributions t…

How to Keep Your Resume Out of the Circular File

@DrJanice: Be good at what you are good at. Nothing else makes sense. #career
I looked at a senior executive’s resume – something I never do, but I figured I’d do it, just for research. He’s a consultant now, but he’s been in senior management the latter part of his career. With the economy improving, he’s on the prowl and some lucky company might get him. After he fixes his resume… So, I’m going to offer my advice here, in hopes that if you are looking for a new C level job (or any job for that matter) it will help you too.
First, put your address on it so it doesn’t look like you are living in your car. I know you have a lot of experience and you want to cram in into two pages because somewhere there is a two-page rule, but really, this is not the place to skimp.
Then, put your industry right up there in the title. I know you want to appear flexible but executive recruiters care about industry. A lot. That’s how they make money, specializing in an industry. Get it on there. Also, use …

Ten Commandments for Becoming a Leader

@DrJanice: You don't need anyone's permission to lead. #leadership
There are 10 commandments for becoming a leader. I didn’t get them off of tablets. But they will get you to your promised land.
Be compassionate: don’t place people in tempting circumstances.Assume that people have the best interests of the organization in their intentions.Be forgiving, even when people make mistakes.Be merciful when people make big mistakes.Be gracious, even to those who don’t return it.Be slow to anger when people disobey.Be abundantly kind and assume people mean well.Never renege on your word.Remember the times when people do something right.Always allow people to repent their error, carelessness or apathy, and forgive them.By the way, even if you decide you’d rather not be a leader, follow these anyway. You’ll have a more satisfying, less stressful life.