Why Frequent self Evaluation of Employees is Important?

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Why Frequent self Evaluation of Employees is
Important?
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(No Transcript)
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Employee assessment and reviews are no doubt
critical to every organization. To make it more
effective and successful, organizations want to
involve their employees in the process. This can
be done with an employee self evaluation, a
method that boosts employee engagement and helps
everyone focus better on their performance.
Moreover, it helps employees to set their own
career goals, track their performance, and build
a career vision. What is self-evaluation and its
purpose? In a self-evaluation, a set of
questions are presented to the employee so they
can review their performance during a particular
period of time. The process may be complex, but
in the long run, it can be rewarding to both the
company and its employees as it empowers them to
focus on the different aspects of their job
performance while understanding which areas may
need improvement. During self evaluations,
employees are typically asked to think about
their long-term career goals, basic
responsibilities, professional development, and
other aspects of their performance. This
gives performance management and planning a more
structural approach and allows employees to
analyze their contributions easily. Through self
evaluation, employees can embrace an
introspective way of thinking about their career
goals and their job while gaining a deeper
understanding of themselves. Self evaluation could
also be used as a tool for career promotion, as
it encourages an employee to plan and reflect on
their future with your company.
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• However, not all employees may be up for it. They
  may be afraid to evaluate themselves and their
  performance because of the following reasons
• Employees do not understand the purpose
  of self-evaluations.
• Simply asking your employees to review their own
  performance without explaining why they should do
  it could leave them feeling confused and unsure
  of what to do. By explaining the purpose of the
  self-evaluation, you can answer their questions
  and explain to them how the process can help with
  their professional growth and career goals.
• 2. Employees underestimate the significance of
  their self-appraisals.
• Employees might not want to evaluate themselves
  if they do not understand how it can benefit
  them. Its critical to establish a better
  relationship with them before the evaluation.
  Show them that you value their opinion and that
  as their manager, you wont ignore their
  evaluation.
• 3. There is insufficient equipment, memory, or
  information to self-evaluate their performance.
• Self-evaluation can be ineffective if the
  employee lacks the information to analyze
  themselves objectively. They might not be able to
  recall all the projects and tasks they completed
  or areas where they were able to excel. In some
  cases, an employee might not have enough to
  evaluate because they were hired only recently.

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• How to encourage employees to perform
  self-evaluation
• Discuss their work progress and vision with them.
• Initiate a dialogue to start encouraging
  employees to discuss their work with you. You can
  organize periodic meetings between employees and
  managers so that every employee can share their
  thoughts and reveal the important aspects of
  their careers, the skills they use, and what they
  want to learn.
• 2. Explain how the self-evaluation will be used.
• Be clear on how the employee self-evaluation can
  benefit them, who will read their evaluations,
  and its effects on their career growth. They
  should know if it could lead to bonuses, rewards,
  or a promotion.
• 3. Stay positive.
• Make sure they know that the assessment w ill not
  be used against them. Effective self-evaluation
  must reflect and address their own weaknessesand
  they might not own up to those if they think that
  their managers will use the information against
  them.
• 4. Recognize and acknowledge achievements.
• Encourage everyone to be specific with their
  achievements and do your part in recognizing
  their contributions. You might want to provide
  incentives or share their achievements during
  meetings, too. That way, they know that upper
  management acknowledges their efforts for the
  company.
• 5. Offer mentoring and guidance. Managers should
  give feedback and training opportunities to
  employees but it should not be critical. The
  point of giving feedback is to provide the right
  advice and lead the employee in the right
  direction for self-improvement.

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