How to Disrupt Employee Evaluations

If you’re a regular reader, you know I’m not big on resumes or job descriptions. Guess what. I don’t like employee evaluations either. I mean those bingo card things, where if you don’t get 5 on everything (and you never do) you feel bad. Right?

Time to disrupt…

You can make yourself a fancy form, or just feel free to add up the numbers in your head. All you really have to do is rate your company on these 20 key employee satisfaction drivers. And by that, I mean your personal satisfaction, as an employee, because that’s all that counts on this Employee Evaluation. And just because I only want to disrupt, not cause a revolution, let’s stick with the same scoring system, 1 – 5, where 1 is absolutely not, and 5 is yes, perfectly.

  1. I understand my CEO’s vision.
  2. My CEO’s vision is personally relevant to me.
  3. I understand the plan to achieve the vision.
  4. I know what my part of the action is in the organization’s quest for the vision.
  5. I have the tools I need to do my part.
  6. People here are generally approachable when I need help.
  7. I have at least one or two people that I feel I do my best work with.
  8. It feels like there is enough to go around at the company. (Like, I never feel I have to share paper clips and ration coffee.)
  9. I get frequent updates on where the organization is on its quest for success, and I believe them.
  10. I generally feel energized by my work.
  11. I sometimes find myself thinking about things I could do that haven’t been assigned to me or aren’t in my job description or on my task list.
  12. I feel connected to others at work – both teammates and customers.
  13. I feel that I have a mission that is important to me.
  14. It seems natural to be doing what I’m doing.
  15. I’m given enough responsibility at work.
  16. I’m given enough respect at work.
  17. I’m given enough rewards at work.
  18. I’m given the kind of rewards I like.
  19. I’m given the kind of feedback I like.
  20. I’m given enough feedback at the right time.

Now, we could add up your scores and talk about how close to 100 your organization came, but it’s not likely to be close enough to avoid the bad feelings people have about their individual employee evaluations. (I know, organizations aren’t supposed to have feelings, but since legally, they’re treated as people, maybe we shouldn’t write their emotional life off so fast.)

What if, instead, you gave your organization a performance improvement plan?

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