|
From:TheBahamasWeekly.com Coaching for the Workplace - Kaylus Horton
In the workplace evaluations are accomplished through the use of job appraisals. For many this is an annual act, conducted by the team leader or manager with and in very rare occasions without the Associates input. The evaluated criteria vary depending on the nature of the workplace, its’ products and services, for instance in the healthcare industry the demonstrated level of patient care may be evaluated. In a fast food industry, speed and efficient may be evaluated. In banking perhaps the number of client referrals is counted, and in the hospitality and tourism industries attention to detail may be evaluated. Associate reactions to and their perceptions of being evaluated can manifest in feelings of dread, apprehension, expectancy or thrill. Most times the sought after benefit tends to shape the Associates approach to and the process of being evaluated on their job performance. Typical benefits of “good” evaluations may be one or a combination of the following:
Though all of the above are important to the average Associate, the least popular benefit with the greatest transformative power is the “last page” of the appraisals. Most last pages or final paragraphs seek to identify the Associates strengths and challenges, personal and professional short and long term goals, and to identify areas for personal and professional enhancement and development. This personal and professional growth and development plan exists as apart of the appraisal to inspire and challenge the Associate to seek to learn, grow, enhance, develop and expand their knowledge, skills and character to be better and to do better.
What an enlightening,
nurturing
and supporting opportunity for a manager or team leader to mentor, coach
and advise an Associate!
Experience and informal
surveys
revealed that the “growth and development plan” of the employee
appraisal is seldom completed or if it is completed it is not after
much thought or counselor and with adequate time with privacy. Added
some team leaders and associates have also admitted that the appraisals
is seldom follow up with, goals are not held accountable, and often
times, what was written was an act to conclude the process minus
the real intent to embraced it as an actionable item with definite steps
for pursuit.
“People don’t know that you care until you show how much you care”
John C.
Maxwell
Copyright @ 2010 Kaylus
Horton
If you are an Associate who
would gain from coaching or; if your Workplace would benefit from
executive
coaching in relation to this article or otherwise, please contact me,
Kaylus at
coaching@renaissancebahamas.
Kaylus Horton is a Path™ Coach, who facilitates learning and discovery for focus, meaning and direction. For more information about Kaylus and her coaching services visit www.renaissanebahamas.com or give her a call at + 242 376 7215
|
Evaluations! Who can boast
that they are really comfortable with them? For many of us being
evaluated
began in grade school, where we were evaluated, tested on the knowledge
of various subject matters. Evaluations are everywhere. Do we
recognize our visit to our general physicians for an annual “check
up” as an evaluation? Indeed such an experience is includes an
evaluation
of the current and change in our weight, height and vital signs. As
defined by