10 random tips for managers to make the best of their (meritocratic) performance evaluation system

11 random ideas from recent training participants about how to work well within their meritocratic performance evaluation system…

  • Don’t forget: It’s a 2 player game (leader and follower)!
  • Communicate company strategic goals to people so they can align their own goal-setting to the company
  • Promote usage of the system – encourage people to do their part
  • Encourage and enable good reporting, data collection and preparation of feedback/input by employees throughout the evaluation period
  • Train new leaders on how to use and run the system
  • Don’t wait a year to give feedback – adjust frequency of follow-up to the development level of the employee
  • Assign the right people as reviewers and secondary reviewers – these people should be able to give a qualitative review
  • Take the time to understand the past performance – don’t ignore this and jump straight into scores and future goal-setting
  • Take responsibility for your part in the system
  • Give feedback on the system to management

Published by Dan Steer

For the last 17 years, I have been helping businesses and individuals to achieve their goals through delivery of tailor-made learning and development initiatives. Most of the time, I deliver training, coach individuals, facilitate brainstorming sessions, round-table meetings and workshops. As a consultant, I help my clients to promote and profit from the infinite learning opportunities within and without their own organisation, drawing on my L+D management experience, strategic approach and creativity, As a speaker, I inspire through story, humour and pertinent little bits of theory. I believe that the world would be a better place if people were happily working on their mission with competence and alignment to personal values. As a freelance worker since 2008, I have helped more than 11000 individuals to improve their presentation, communication, commercial, leadership and negotiation skills. I confront people with their own behaviour and convictions, facilitating and giving pertinent feedback and clear ideas on where to continue good work and improve. I seek to satisfy my clients with creative and to-the-point solutions… …and I make music, but no-one pays me much for it yet :-) First single here: https://www.youtube.com/watch?v=x0ShlY95X4E

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