{"id":23613,"date":"2024-11-27T20:38:56","date_gmt":"2024-11-28T01:38:56","guid":{"rendered":"https:\/\/uniquecoaching.ca\/how-to-assess-the-performance-evaluation-process\/"},"modified":"2025-05-13T17:20:42","modified_gmt":"2025-05-13T21:20:42","slug":"how-to-assess-the-performance-evaluation-process","status":"publish","type":"post","link":"https:\/\/uniquecoaching.ca\/en\/how-to-assess-the-performance-evaluation-process\/","title":{"rendered":"How to assess the performance evaluation process?"},"content":{"rendered":"

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Having experienced it as a manager and discussing it regularly with my clients, I admit that the evaluation period can be a demanding and frustrating exercise. But you don’t have to experience it that way. You can turn the experience of the performance review process into something positive, for you, for others, and for the organization. <\/p>\n

First, let’s see what the reality of managers is, very often, and then three keys to positively transforming this process.<\/p>\n

The Reality<\/h2>\n

As a manager, the process may be perceived as “administrative” because the objectives set were not very clear or did not allow for the identification of the real issues. It may be that the organization does not “live” the goals and most people do not even remember them. <\/p>\n

As an employee, performance reviews can be a stressful time, like a kind of verdict that impacts their salary. They may fear surprises. <\/p>\n

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For many good and bad reasons, the results are often disappointing. What if this exercise was more positive? <\/strong><\/p>\n<\/blockquote>\n

Understand here that there is more to it than the process itself. The greatest use of the performance review process is motivation. <\/p>\n

These one-on-one meetings can be a lever to increase the engagement of your team members.<\/p>\n

Did you know that one in two people in your organization is disengaged? It doesn’t hurt, but it doesn’t give the best of itself. In all this turbulence, this lack of staff and this need for organizational agility, more commitment wouldn’t hurt, right? <\/em><\/p>\n

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The correlation between performance feedback and engagement is direct.<\/strong><\/p>\n<\/blockquote>\n

Humans are looking for meaning in what they do, opportunities to develop their skills, fluid and positive communication with their manager.<\/p>\n

Giving meaning, motivating and engaging your employees takes a little time, yes \ud83d\ude09 , but time well invested with better performance feedback! Here are 3 keys that will help you get the most out of your evaluations. <\/p>\n

The keys<\/h2>\n

1. Have a Curious Mindset<\/h3>\n

Arrive in these meetings with:<\/p>\n