Have you ever received or completed a performance evaluation that had no meaning or input regarding how you or your employee was actually performing? I know that I received many that offered no indication of whether or not I really met the organization’s expectations.
I was often left wondering what I could have done differently to score a “5” instead of a “3” for satisfactory. In my mind, I reviewed all the wonderful activities and problem-solving that I embraced in my role within the organization. However, I wasn’t sure if my own supervisor was aware or cared to know just how well I was performing or what I was able to accomplish during the year.
In the last ten years, organizational functions that are responsible for performance management and employee evaluations have taken a step back and re-evaluated their approaches to this process. Most have come to the realization that the traditional way of managing these tasks does not work in the manner originally anticipated.
Many have chosen to completely get rid of performance appraisals and the traditional ratings given during those annual appraisals. Why? Because it’s an outdated system and does nothing in the way of engaging employees or improving communication between the executive level down to the employee level.
The traditional system was typically used to determine if that employee was still worthy of budgeting into the salary for the new year, or if they deserved to be promoted. However, if you’ve seen one performance appraisal, you’ve probably seen most of them. They include evaluation in areas such as communication, customer service, and various aspects of your job role that you are expected to meet.
Along with that, you are given a score that indicates what your manager feels that you deserve. However, it can be very subjective with regards to how that manager feels about you and not necessarily about your actual performance. This along with any brief comments is typical of what someone can expect in a traditional employee performance evaluation.
According to a 2013 Forbes blog, around 20% of organizations force distribution among the workers; this means a set number are required to be rated at the bottom and a very limited number of employees can be rated at the top. Forced distribution does not provide employees with a true sense of their individual job performance.
Multiple issues exist with this traditional approach, including lack of frequent employee feedback, subjectivity of the person completing the evaluation, lack of employee empowerment and employee motivation towards exceeding expectations. Transparency falls short within this structured process, communication is less than effective, and employees may be lacking the necessary resources to meet and exceed their organizational objectives.
Transcending the Performance Evaluation
Should organizations eliminate this process altogether? Or, is there a solution beyond the traditional method to transform performance evaluation processes to a unique feedback system that can be easily executed to enhance the total functionality within an organization from the bottom up. Would you be excited to know that there is such a platform designed by and for healthcare professionals to do just that?
If you are a manager, wouldn’t it be nice to provide your workers easy access to the resources needed to easily perform their roles at a higher level, allowing each employee the self-reliance to achieve individual and team performance objectives? The solution to doing this is to increase employee engagement by incentivizing employees on the frontline of communication by providing real-time feedback and support.
With ManageUp’s unique platform, managers now have a way to structure, organize, and facilitate initiatives to their team where traditional email typically falls short of those goals. The responsibilities of a manager’s role is made tangible and the manager is also rewarded for his or her efforts on building the team’s morale and for achieving organizational objectives. This results in increased engagement of the entire team, manager and staff, which increases teamwork and communication. Download Free Use Case on
Continuous Performance Feedback
ManageUp is a personnel and resource management platform that also enhances the transparency within a healthcare organization to steer tasks towards the mission from the bottom up instead of from the top down. Employees can now be accountable for their own performance through the use of the associated feedback systems to communicate. This allows managers to create assignment tasks for future projects, so both staff and management have clarity as to each individual’s role within that project.
Boosting employee engagement and improving management controls while enhancing compliance not only increases productivity, but also allows health care providers to focus on patients and ultimately have better clinical outcomes. So, what’s the down side of this uniquely designed cloud based system? Listen closely, there isn’t one!
Bersin, J. (2013). Time to Scrap Performance Appraisals? Forbes/Leadership http://www.forbes.com/sites/joshbersin/2013/05/06/time-to-scrap-performance-appraisals/#fdcd4cd121dc