We are an animation company and work on multiple projects of varied complexities. The individual performance evaluation is done based on similar KSAs (knowledge, skills and abilities) defined for specific roles. Our challenge: how to normalize the performance across different projects for individuals with same ratings when evaluating pay hikes/promotions. We will not be able to consider them at the same competency level because their work is of varied complexities.
Each year our management directs our staffers to write their own evaluations for appraisals. These written evaluations then become the basis for appraisals. Realizing that one size does not fit all companies, we nevertheless want to create some type of standardized format to use for these self-assessments. How should we structure it so we are reasonably sure that the questions generate honest responses from employees? What other pitfalls should we take note of?
There are ways to help make the effectiveness of the process you currently have better. Rather than tell you you're doing it wrong, here are some thoughts that can help maximize what you have in place.Read More
Our company imposed a raise freeze during the past three years, but should we still conduct yearly employee evaluations anyway? If so, what are the credible business reasons for continuing the practice?
With the new value placed on adaptable employees, hiring managers appear to be seeking workers who are willing to take on different tasks.Read More
We are seeking a way to evaluate individual managers for effectiveness at our company of fewer than 200 employees. Generally, 360 reviews are not recommended for companies of our size. What other tools could we use?
—Doing a 360, human resources manager, finance/insurance/real estate, Chestnut Hill, MassachusettsRead More
How do we make managers more aware of the importance of looking after their people?Read More
We do not have a performance appraisal system in place. How then can I assess our managerial competency in this situation?Read More
I need to make our performance appraisal process less subjective. Under our current scheme, employees give feedback about their performance using a self-appraisal form. The output of their work is then appraised by their reporting superior. I believe this creates room for bias, and I want an evaluation method that removes subjectivity to some extent. Am I being realistic? Or should I allow supervisors to use subjective measurements when evaluating employees?Read More
We are currently conducting performance appraisals on an anniversary-date basis, but would like to transition to focal-point appraisals of all employees at the same time. How can we fairly handle the accompanying merit-increase process to ensure no employee is “shortchanged” due to a coincidence of timing?Read More