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Performance evaluations are designed to measure performance, but the standards used to judge that performance may not always be as neutral as they appear.
We examined the lenses of performance evaluation: How organizations define performance, how managers interpret behavior, and how standards around competence, communication, leadership, and professionalism can shape evaluations.
In this Episode: LindaAnn Rogers, Nic Krueger, Natasha Desjardins, Gaby Cadena I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References Accessible resources and APA citations Falcone, P., & Tan, W. (2013). The performance appraisal tool kit: Redesigning your performance review template to drive individual and organizational change. AMACOM. 2. Best detailed guide to the process and tools U.S. Office of Personnel Management. (n.d.). A handbook for measuring employee performance: Aligning employee performance plans with organizational goals. Read the free handbook Includes an eight-step process, worksheets, and examples. Start with Chapter 3. Practice guidance, particularly useful for examining how an organization moves from strategy to individual standards. 3. Best research foundation for setting expectations Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717. https://doi.org/10.1037/0003-066X.57.9.705 Read the free full article hosted by Stanford A peer-reviewed synthesis of research explaining how goals affect performance and the conditions that influence their effectiveness. It informs goal design, rather than supplying a complete appraisal system. 4. Actual tools for understanding the job National Center for ONET Development. (n.d.). ONET questionnaires. O*NET Resource Center. Access the free questionnaires
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