{"id":1419,"date":"2013-08-16T15:45:38","date_gmt":"2013-08-16T22:45:38","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=1419"},"modified":"2013-08-16T15:46:44","modified_gmt":"2013-08-16T22:46:44","slug":"can-performance-evaluations-really-be-painless-in-the-public-sector","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/can-performance-evaluations-really-be-painless-in-the-public-sector\/","title":{"rendered":"Can Performance Evaluations Really be Painless in the Public Sector?"},"content":{"rendered":"

\"performance.evaluations\"<\/a>Managers and employees alike dread that annual ritual of performance evaluations.\u00a0 In some agencies, the event is postponed for as long as possible.\u00a0 In others, it is just avoided \u2013 sometimes for years.<\/p>\n

Performance evaluations offer the opportunity for enhanced communication and feedback, which has the potential to improve performance and increase morale. Yet, the opportunity is often wasted, misused, or squandered.\u00a0 It’s no wonder performance evaluations are often described as painful.<\/p>\n

Progressive public agencies across the country are have realized that the performance evaluation experience doesn’t have to be awful.\u00a0 In fact, with the right approach, it can be painless for managers and employees alike. To create an environment where evaluations are positively anticipated, leading public sector organizations are adopting three principles to guide the performance evaluation process:<\/p>\n

    \n
  1. No surprises!<\/li>\n
  2. Employee-driven.<\/li>\n
  3. Future-focused.<\/li>\n<\/ol>\n

    No Surprises! – <\/b>The “no surprises” rule means that no issue or concern is raised in the performance evaluation meeting that has not been raised in a previous discussion.\u00a0 The performance evaluation meeting is not the place to solve all of the employee\u2019s performance challenges.\u00a0 It should be used as a summary of the previous rating period\u2019s discussions. It should be nothing more than a review.<\/p>\n

    \u201cNo surprises\u201d requires managers and employees to talk regularly about how the employee is doing.\u00a0 If there is a problem or concern about the employee\u2019s performance, it should be discussed immediately when the event happens.\u00a0 If the employee has had a success, it should be recognized on the spot.\u00a0 Trust is enhanced when specific feedback is a regular part of the work routine. If these conversations are saved for the end of the year meeting, uncomfortable surprises arise.<\/p>\n

    By the time the performance evaluation conversation rolls around, the manager and employee should have already explored any ongoing concerns about performance.\u00a0 When there is no surprise at the evaluation discussion, it can take on a more productive and positive tone. A more productive and positive tone lends itself to the second element of a painless performance evaluation:\u00a0 employee-driven.<\/p>\n

    Employee-driven<\/b> – A performance evaluation is painless when it is a two-way dialogue.\u00a0 The typical evaluation conversation, where the manager does all the talking, doesn’t allow for the employee\u2019s point of view.\u00a0 The manager needs to direct the conversation in a way that is valuable to the employee.<\/p>\n

    Before your next performance evaluation meeting, try giving a copy of the evaluation document to the employee prior<\/i> to the meeting so that he or she can come prepared to discuss its contents.\u00a0 To begin the meeting, ask the employee for his or her thoughts about the evaluation. The goal is to keep the employee talking for at least three to five minutes or even more if possible.\u00a0 After the employee has shared his\/her perspective fully\u2014and only then\u2014should the manager begin sharing his or her opinions about the employee’s performance.<\/p>\n

    It\u2019s typical with this approach that the employee will highlight all of the issues the manager was going to discuss. Because the acknowledgement of problems came from the employee, the employee feels an increased sense of ownership for the issues.\u00a0 It opens the discussion to future possibilities and activities, which is the third element of a painless performance evaluation.<\/p>\n

    Future-focused – <\/b>A performance evaluation is painless when the conversation is future-oriented and hopeful.\u00a0 You can’t get to this by rehashing the past and focusing on what has already been done.\u00a0 Employees report that a performance evaluation is painful when they are told things of which they are already aware\u2014when the manager\u2019s concerns are brought up over and over again. It is most painful to hear about the mistakes they’ve made and the issues they’ve faced when those issues are history\u2014often months in the past. If the employee’s performance is a problem, it must be addressed when the behavior shows itself, not at the performance evaluation.<\/p>\n

    The past is history and focusing on it for the entire length of a performance evaluation conversation is pointless.\u00a0 While it\u2019s fine to recap the highlights of an employee’s performance, the conversation will be more productive when spent talking about the future.\u00a0 Use the evaluation meeting to plan future performance goals, to clarify expectations, and to create a sense of excitement about what is ahead.\u00a0 It is much less painful and enormously more fun.\u00a0<\/b><\/p>\n

    Public sector organizations are defined by the performance of individual employees.\u00a0 How we manage that performance determines the success of our agencies.\u00a0 Isn\u2019t it about time we devote some energy to helping managers find more productive and less painful ways to tackle this essential part of their job?<\/p>\n","protected":false},"excerpt":{"rendered":"

    Managers and employees alike dread that annual ritual of performance evaluations.\u00a0 In some agencies, the event is postponed for as long as possible.\u00a0 In others, it is just avoided \u2013 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 […]<\/p>\n","protected":false},"author":59,"featured_media":1421,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[69],"tags":[71,7,70],"class_list":["post-1419","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips","tag-employee-performance","tag-government-work","tag-performance-evaluation"],"acf":[],"yoast_head":"\nCan Performance Evaluations Really be Painless in the Public Sector? - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/can-performance-evaluations-really-be-painless-in-the-public-sector\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Can Performance Evaluations Really be Painless in the Public Sector? - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Managers and employees alike dread that annual ritual of performance evaluations.\u00a0 In some agencies, the event is postponed for as long as possible.\u00a0 In others, it is just avoided \u2013 sometimes for years. Performance evaluations offer the opportunity for enhanced communication and feedback, which has the potential to improve performance and increase morale. 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