Why Most Employee Evaluations SuckWhat Joanne doesn't know is that she probably needs an evaluation herself. As the typical manager, she sucks. Most employee evaluations focus on repairing a person's weaknesses. With good hearts, managers make fruitless attempts to transform weaknesses into all-world strengths. Converting a weakness into a strength rarely -- if ever -- happens, and therefore, managers produce mediocre results from their employees. What do you do instead?
Recognize weaknesses. But, focus on their strengths.20-year old Michael Jordan is sucking at baseball. You're his father, personal manager and decision-maker. You tell him he sucks at baseball, but you don't tell him how to improve. Instead, you know his world-class talents lie in basketball -- so you steer him toward that path.
My Employees = Michael Jordans?Everybody has inner-Michael-Jordan-talents hidden inside of them. Your job as a manager is to not only recognize weaknesses, but steer employees away from those weaknesses, and tap those strengths that will benefit your company -- and the employee. We'll leave you with the following point:
Recognize that everything is your fault if something goes wrong.If an employee is under-performing at a position, know that it's your fault. You either:
- didn't provide the necessary resources
- didn't provide enough training and guidance,
- probably placed the employee in the wrong position, or
- incorrectly hired/kept-on somebody who can't benefit the company.
"Sammy, you really suck at your assembly job, dawg. So, I won't let you suffer doing that. Since I know you're a ridiculously fabulous communicator, I'll put you on the front lines as a customer rep. I have a good feeling you'll kick ass."
Posted on September 06
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