For many employers they have become obsolete and for others they still exist, but only as a small part of a much grander process. However, there are still some employers who continue to only evaluate their employees once per year — either because they have determined that once a year is sufficient or because they haven’t considered other options. Unfortunately, the annual performance evaluation by itself seldom provides any benefit, is often dreaded by managers and employees alike, and can be incredibly time consuming.
If you are among the employers who haven’t analyzed their performance evaluation process within the last few years, now is the time to consider whether your process is sufficient to meet your needs, and whether you would benefit from other performance evaluation options.
Before considering your options, evaluate the purpose of performance evaluations:
In light of those objectives, it’s not surprising that many employers have determined annual performance evaluations to be insufficient.
A combination of different methods is often the most successful option — consider these a good starting point:
There is no magic formula for the perfect evaluation process, but employers must find a process that meets their objectives to ensure that they are maximizing employee and business potential while minimizing legal exposure to potential claims. If you have questions about how to develop an evaluation process that works for your company, contact us.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace. In addition to providing practical solutions to employment law matters, Hannah has extensive private practice experience. Her focus included early intervention advice and solutions to employers, as well as representing them in the defense of administrative claims. She now works on a team dedicated to providing solutions for employment law and compliance matters for employers of all sizes. Hannah graduated from William Mitchell College of Law, after receiving a Bachelor of Arts degree from Winona State University.
A recent survey by the Society for Human Resources Management (SHRM) reported 94% of leaders feel employee engagement is an important or very important workforce challenge. An engaged workforce increases operational income by over 19%, while a disengaged workforce can drain over 34% of an organizations’ operational income. Additional risks of low engagement can be seen in increased turnover, low customer satisfaction ratings and even increased employment litigation.
I had the opportunity to speak recently at a Society for Human Resources Management (SHRM) conference where I shared my experience from my former career as a flight attendant. There’s a parallel between my previous office, an airplane, and a more traditional office when thinking about the importance of trust in connecting with and motivating people.
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