Consider yourself blessed if your contributions and achievements are recognised organically. While that should be the default mechanism in every workplace, it may not be so. Let’s take two examples: Sameer and Seema, who work in the same place.
The Tale of Two Employees
Sameer works quietly and efficiently, delivering what’s expected of him. He doesn’t feel the need to narrate his achievements to his boss; he believes his work should do the talking. However, when the results of the annual appraisal are announced, he is overlooked. He feels dejected but doesn’t discuss it with his boss.
Seema, on the other hand, is efficient and smart. She makes it a point to highlight every contribution to her boss and the top leadership team. She ensures that not a single achievement goes unreported. If things don’t go her way, she doesn’t sit quietly. She makes noise until they are resolved to her satisfaction.
Sameer and Seema meet after an annual performance cycle has been completed. Seema has been promoted, while Sameer is not mentioned in the promotion list.
“Congratulations, Seema, on your promotion,” Sameer wishes her.
“Thanks, Sameer. I’m surprised you didn’t get promoted. Did you speak to the boss to find out why?” Seema asks.
“What’s the point of recognition if you have to ask for it?” Sameer replies.
“What’s wrong with that? Why should you let it go if you’ve worked hard for it? Maybe it hasn’t crossed your boss’s mind. You should raise it with him,” Seema responds.
“No, I’ve never done that, and I don’t plan to in the future. A reward is not a reward if you have to ask for it,” says Sameer before changing the topic.
The Problem with Performance Evaluations
Every workplace has different personalities who react to situations differently. Without passing judgment on who’s right and wrong, what’s indisputable is that recognition ought to happen on its own. There shouldn’t be a need to ask for it.
A colleague who left his earlier workplace was offered the same position and salary the new job offered after he resigned. He refused, saying, “What’s the point now? You didn’t give it to me when you had the opportunity. When someone else sees value in me, you feel I deserve it.”
Why is it so hard to get this? Shouldn’t recognition and rewards happen on their own? Why do you need to ask for it or present an offer letter from your company’s competitor to get your leadership team to value your contribution and make amends?
When this happens, it indicates something is wrong with your performance evaluation process and requires course correction. Workplaces that understand and fix this prevent such incidents in the future—those who don’t do themselves and their employees a huge disservice.
The Role of Managers and Leaders
Managers and leaders play a crucial role in ensuring fair and timely recognition. Here are some ways to improve the evaluation process:
Regular Check-Ins
Schedule regular one-on-one meetings with your direct reports. These check-ins provide opportunities to discuss ongoing projects, achievements, and concerns, recognise efforts, and provide constructive feedback.
Clear Criteria
Establish clear, measurable criteria for performance evaluations. Ambiguous or subjective measures lead to frustration and unfair assessments. When team members understand what is expected from them, evaluations become more transparent and fair.
360-Degree Feedback
Incorporate 360-degree feedback into the evaluation process. Gathering input from peers, subordinates, and other departments provides a holistic view of an employee’s performance. It reduces bias and highlights contributions that might otherwise be overlooked.
Continuous Recognition
Don’t wait for annual reviews to recognise achievements. Implement a culture of continuous recognition where small and significant accomplishments are acknowledged regularly. This fosters motivation and reinforces positive behaviour.
Performance evaluations are vital for employee satisfaction and growth. When done correctly, they can motivate and inspire. However, when flawed, they lead to frustration and disengagement. Remember, the key to successful performance evaluations lies in transparency, regular feedback, and genuine recognition.
Are you the boss who creates a workplace where value is seen, effort is rewarded, and recognition is organic?
About Me
I am a thinker at all times. I see, I think. I hear, I think. I read, I think. Every weekend I write. I would love to know what you think.
There is a strong effort to adopt this path and follow it.