How Evaluation Helps Employees On their Path to PromotionMenaItech
When most people think of employee evaluation, they think of it as a tool for their employer. After all, the goal of employee evaluation is to assess job performance. Employee evaluations are instrumental in deciding whether an employee’s skill set is properly matched to their position within the organization. However, these evaluations are also great tools for employees on their path to promotion.
So exactly how can an evaluation help employees on their path to promotion?
Establish Clear Expectations
Evaluations contain performance standards which clearly define performance goals and standards. Essentially, these evaluations help employees understand exactly what is expected of them.
Performance standards can range from daily, weekly, and quarterly sales goals to the nitty-gritty aspects of a specific position (i.e. delivering presentations, ordering office materials, etc.). Employees can in turn use their evaluations as a tool to help them perform their job responsibilities beyond expectation.
Understand Your Strengths and Weaknesses
Employee evaluations are designed to help an employer understand their employees’ strengths and weaknesses. In doing so, employers can ensure they have the right people in the right places within their organization. On the flip side, employee evaluations present an assessment of the strengths and opportunities for individual employees to understand where they are thriving and where they have room for personal improvement.
For example, an employee evaluation can reveal whether an employee has strong proficiency in leadership, yet may also indicate there is room for improvement in the area of communication. As an employee, you can leverage this knowledge to improve the areas that may be hindering your chances for a promotion.
Training and Development
Assessing employee strengths and weaknesses are instrumental in determining the type of training best suited to empower an employee on their path to career development. Likewise, as an employee, once you recognize your personal strengths and weaknesses, you can determine which training programs will help you acquire the new skills needed to advance and promote in your current position.
For example, if you are proficient in Microsoft Office, it might not be worth your time taking a class on the basics of Microsoft Excel. Evaluations help to determine which training programs will benefit your specific needs in the workplace to help you thrive.
Reward and Recognition
Performance measurement through employee evaluations is a key element of most traditional organizational compensation structures. The rating an employee receives on their evaluation can directly impact an employee’s wage, to include salary increases and bonuses. In lieu of financial compensations, evaluations are also used to recognize highly proficient employees, to include assigning responsibilities and duties, and promotion to a leadership role.
As an employee, you can use the information in your evaluation to develop and improve before the next evaluation.
Your Rights as an Employee
As an employee, if you receive an evaluation you disagree with, you have the right to an explanation. In the event your concern is not properly addressed, you can arrange a meeting with a Human Resources manager and your supervisor or their boss, to discuss your evaluation.
It’s important to remember we are all human, and even the best manager can forget certain aspects of your performance. You have the right to present evidence that shows your performance is on point. At best, you may end up with a better evaluation, and at worst you may come to realize you have a need for improvement before your next evaluation.
So when it’s time for your next employee evaluation, try not to get too stressed out. These evaluations are designed to show you what you are doing well, and what areas may need further development. When used properly, an employee can leverage the information in their evaluation to improve on their path to promotion and development.