The perfect ( near about) evaluation model

[nkulsh]

I can see that expectations about evaluation models are quite varied and frustrations about the models used the only common bond between each one of us. So lets try this exercise. Lets try, debate and collate on what should constitute an ideal evaluation model. Hopefully by the end of it, we could come up with a practical, helpful and useful evaluation model that should if nothing else ease the frustration levels..

Let's start with a simple one first, Should we have a project level evaluation?

P.S : Let's try and have everyone participate in this...the more the better our chances of deriving a successful model.

 

[mattKnight]

>Should we have a project level evaluation

Can we clarify this, do you mean an evaluation of the project or the staff involved?

For my 2 Pence worth

Evaluation of the project is no bad thing and of the staff is again not a bad thibg if done constructively

Take care

Matt

 

[chiph]

Like Matt said.


Chip H.

 

[nkulsh]

That's the point.... What would you consider constructive? I think that the definitions of such relative expectations like "constructive" are quite vague and quite a few heartburns and let downs can be avoided if the definitions ( with boundary conditions) could be clearly spelt out.

Cheers

 

[chiph]

I think one thing that a "good" (whatever that means) evaluation model would have would be relatively frequent updates on an employee's performance. No one likes to get an evaluation back that slams them for something they did 10 months ago. If there is a problem, then the sooner that feedback is given to the employee the better.

This feedback could be something as formal as an evaluation, or perhaps as informal as the boss taking them out to lunch and having a chat. The point is not to let it go on too long.

Chip H.

 

[mattKnight]

constructive - Capable of, tending towards or concerned in, constructing: embodying positive advice.

Now we've got the dictionary bit over with!

If your last evaluation rubbished your last six months work, how would you feel?

Maybe if the evaluation concentrated on what could have been done better, how would you feel then?

IMHO, the second "style" OF evaluation will allow the employee and employer to gain the benefit of hindsight, hopefully without ruffling too many feathers.

AS employees, we have to remember that employers need us, but if we refuse (either actively or inactively) to adjust our work style (or ethics) following an evaluation, then there is a big problem. These evaluations should result in clear,unambigious and measurable targets for both sides to aim for.

However, a good employer should recognise that employees can be seriously demotivated by destructive and heavy handed evaluations.

I also think that evaluations need to be formal, however informal contact can be used as a useful way of providing "little nudges of direction" and of course, encouragement.

I hope my tuppence worth isn't too rambling.

Take care

Matt

 

[KornGeek]

Even constructively-intended reviews can be demoralizing. Sometimes, employees but a lot of effort and work into something, and it still fails. When the failure is of a large enough scale, you can safely assume that the employee is already aware of it, and bringing it up in the review won't make them feel better about it. Rather than rehash what went wrong and how they failed before discussing what to do next time, try focusing on what went right. Throw out a few suggestions on how to avoid the mistakes next time, but don't dwell on it.

If significant errors are caused by malice, attitude, gross negligence, or lack of effort, then it would be appropriate and necessary to discuss what fell apart (if you even keep them around). However, if the errors happen despite good intentions, serious effort, and proper motivation, then most likely the employee already feels worse about the failure than you do.

In the past, I made some serious errors of judgement (mostly estimating the effort taken to do something). Missing deadlines is never pleasant, but it's worse when you're asked to give daily status reports explaining why you're behind schedule (which is added to by the time spend making and delivering the reports). It would have been more constructive if I had been simply told that my effort was appreciated, and offered more help in creating the estimates next time.