For years the human resources (HR) professional has been taking about becoming a strategic partner with management. HR professionals say they want to “have a seat at the table,” “to be a strategic business partner,” and “to add value” to the organization. Yet, many of the top government officials that I work with don’t see … Read More »
If you struggle to write annual performance evaluations, you may be overlooking the most valuable source of data you have: the employee. Asking for the employee’s feedback before you begin writing can provide helpful and specific input. Here are some tips for asking for and using employee input in the performance evaluation:
Remind the employee that … Read More »
It’s a common managerial dilemma. You ask an employee to do something that seems simple to you. And, what you get is not what you expected. For whatever reason, the employee did not complete the job to your standards. Usually, this frustrating experience happens when you have not made your expectations clear. You expected one … Read More »
Have you ever experienced the inheritance surprise? You inherit an employee who has a history of performance challenges, and the previous manager has not addressed and/or documented the behaviors. As a result, you are “starting from scratch” with the employee—unable to use any performance examples from the past to help the employee improve their performance. … Read More »
Who gets excited about being told what to do? Not many of us. We all want to participate in conversations that impact our work life. One opportunity to engage employees in a conversation about work is to mutually develop performance goals. Performance goals can provide direction and motivation to employees, providing measurable targets on which … Read More »
Managers and employees alike dread that annual ritual of performance evaluations. In some agencies, the event is postponed for as long as possible. In others, it is just avoided – sometimes for years.
Performance evaluations offer the opportunity for enhanced communication and feedback, which has the potential to improve performance and increase morale. Yet, the opportunity … Read More »
“A ‘five’ rating in my work group is not the same as a ‘five’ rating in another group.”
When you design a performance evaluation system you want it to be fair. Yet, fairness is often an elusive characteristic in public sector employee performance evaluation systems. A common request I get when asked to redesign a performance … Read More »
Hierarchical organizations, like traditional public agencies, have developed structures, policies, and rules that minimize risk taking and encourage standardized work processes. Governments have traditionally rewarded those who “play by the rules.” This approach seems to have worked in times of stability or expansion. However, today’s challenges related to funding and resource allocation require innovative, creative … Read More »
If you are rating employee performance on a five-point scale, it may be time to rethink your process.
The traditional approach to employee performance management, which scores employee performance, is being replaced with an increased focus on coaching and development. According to Bersin and Associate’s High Impact Performance Management Report, seventy percent of organizations say they … Read More »
J. Michael Wilkes, City Manager of Olathe, Kansas recently facilitated a fascinating session on organizational culture at the Alliance for Innovation’s Transforming Local Government Conference. The event brought together the best and brightest local government leaders to share ideas for making cities and counties better. Wilkes asked workshop attendees how they engage their employees to create positive … Read More »