It’s easy to find samples of evaluation grids online, based on what others are doing, but in 2021, this type of generic evaluation no longer works. Why? In an era of rapid change, everyone —and that includes employees —must continually adapt and be part of the change.
First of all, according to Marie-France Godin, human resources consultant at Go RH, we should talk about contribution assessment rather than performance assessment. With today’s rapidly changing work environment, there is almost always a gap between the prescribed work (job description) and the actual work (tasks performed). When assessing results, it is therefore necessary to look not only at what was expected, but also at the systems in place, the efforts made and the obstacles encountered—all factors that explain the results achieved and therefore the contribution. Performance is a continuous effort and, to adapt, employees need to receive feedback on a regular basis. “Hence the importance of ongoing meetings,” adds Marie-France. “We want to give ourselves every chance to reach our goals, and to do that, we need to talk often to be aware of what works and what doesn’t work so well and to correct the situation.” We need more frequent, smaller evaluations. Once a year is far from enough!
Too much objectivity, not enough subjectivity
In some organizations, we see performance reviews based on the same criteria for all employees, regardless of the nature of their work. For an employee to evolve and develop to his or her full potential, he or she needs to know what is expected of him or her in particular. What are their objectives? What do they need to work on?
Participation of the employee in his or her development
In traditional performance appraisal, employees are not properly involved, and this is problematic because motivation often results from self-defined goals. Why is this? Self-determination theory has shown us that motivation is related to feelings of affiliation, autonomy and competence.  Thus, employees’ motivation is directly affected, positively or negatively, by the sense of autonomy they possess. The fact that an employee participates in the implementation of his or her goals and development plan will certainly have an influence on his or her sense of autonomy. Later on, achieving these objectives will increase their sense of effectiveness, and they will therefore feel more competent.