Evaluations Equal Raises?
 I
'm not sure when it happened, but I sure have had my share of frustration because of it. Somewhere along the way there was an urban legend created that dictates "If you give me an annual evaluation, it means I'm also going to get a wage increase."
Though I don't know when, I do think I know why this thought process evolved. Many of us heard somewhere, a long time ago, that part of being a good business owner was that we should do evaluations at least once per year to make sure our employees know what we thought about their job performance, where they stood with the company, and to provide an opportunity for a "one-on-one" exchange with the employees.
The unfortunate thing is that most of us are procrastinators. So as a result, we would make the evaluation part of the annual review when we typically discussed wage increases. It sounds efficient enough but, looking back, maybe we never realized how the value of the whole evaluation process was diminished by incorporating it with wage considerations.
Another reason may have been because we just weren't comfortable talking to our good employees about their job performance. The bad employees we just fired, but the good ones, well, some of us didn't even know where to start.
Wouldn't it have been nice to have a consistent evaluation program set up that could be utilized throughout the year with forms and tools in place to make sure our employees could stay focused and reminded of the areas where improvement was needed in their job performance? After all, it was always our intention to be in a constant mode of improvement in all areas of our operations. Why did we ever think talking about it once per year would accomplish that goal?
Well today we eliminate the excuses. Welcome to EmpPedia, "the missing piece in employee management."
Now you can have your qualified leaders create evaluation forms for your lower-tier leaders to utilize during evaluations. This is a great step toward reducing the risk of an EEO claim being filed because one of your supervisors didn't understand what could and could not be used in the evaluation of an employee's performance. Eliminating this risk could save thousands of dollars and countless hours of time spent defending a well-intended, poorly-executed process.
Plus, you don't need to procrastinate because evaluations are too tedious to do more often than once per year. With EmpPedia HRIS, your supervisors have access to tools that allow for on-going performance evaluations with regular updates on performance improvement topics. Electronic and private between the supervisor, the HR Administrator and the employee, improvements recommended by management and those self-imposed by your most conscientious employees can be monitored to attain that constant mode of improvement you always dreamed about.
If its education that's needed, EmpPedia provides a format for offering, assigning, and managing education and training opportunities based on a format utilized at the university level. Now your employee's job can become a career to be planned, tracked and enhanced with educational opportunities custom designed and managed for success.
It's time to work on improvement year round with an evaluation process that finally does what we all need it to do. It's time to employ the power of EmpPedia . . . "the missing piece in employee management."
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