Submitted by rober on Mon, 07/07/2008 - 18:57.
is time to close the accounts from 2007. Companies measure their results, evaluate the fulfilment of their annual operative programms, and based on it, fix the objectives. But the performance evaluation doesn´t only take on “what” has been reached, also analyzes “how”. I would like to talk about the second one.
The “how”, is based on values, which are given by responsables and collaborators. The passed year is summarized and commented. Let´s think about a scale from 1 to 10 to measure these values. Based on this, we will find two different ways to do the things.
On one hand the ones who like to evaluate with a 10 to all the team, as a way of avoiding conflicts and not getting too involved. On the other hand the strict ones, evaluating based on observed behaviours along the whole year.
Both ways are very different. My opinion?. Well, 10 is directly connected with the cowardice and the irresponsibility. By giving a 10, we are not doing any favour, and we will be only sending wrong messages which don´t help anyone to improve, promoting just self-satisfaction, comfort, absence of critics, lack of achievements, and, sumarizing, it means that we haven´t spent a single minute during the whole year to analyze our team, which is the best feedback for the team to get better. Or even worse, this situation could be the consequence of being afraid about saying “ugly” things telling just the “beautiful” ones. My question is, would you do the same to educate your kids?. I hope the answer will be not, if not, we all know what the result is.
I´d rather choose the courageous leader, the one who observes, generous to the team, promoting everyday´s improvement, involved in our professional development. These are the leaders of the future, the ones who every company need. Only through them we will make great places to work.
