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There are a variety of ways to make your performance reviews more powerful; one of the best ways is to integrate the use of self-evaluations. While self-evaluations should already be part of your human resource management system, some managers don’t take advantage of them. Self-evaluations may seem unimportant at first, but they can positively affect performance and morale at your dealership in many ways. By pairing your performance review with self-evaluations, your dealership can experience the following positive results:
The Creation of Employee Accountability
Traditional performance reviews can feel very one-sided for employees, with the manager basing the review upon their broad perception of an employee’s role and performance. However, it is difficult for a manager to be finely tuned to all aspects of an individual’s role. Self-evaluations take advantage of the individual’s understanding of their own position, allowing themselves to evaluate their role, their efforts, and how they can improve. Self-evaluations remove the black and white perception of right and wrong performance and instead focus on self-introspection, adding to the employee’s sense of value and personal accountability.
Increased Role Perspective
While managers delegate and direct tasks to various employees, the tasks aren’t always documented or recalled, and often times there are many layers of responsibilities within each task. Self-evaluations provide employees the opportunity to document what they have done over a given period thereby giving their managers a broader perspective of their position. This documentation can be used as a valuable benchmark, allowing managers to make improvements and set new goals for their employees.
Redefinition and Understanding of Good Performance
When it comes to performance, there are many options outside of good and bad. Self-evaluations provide an opportunity to recognize an entire range of performance, allowing employees to redefine what good performance would be in regards to their own position and opening up the opportunity for discussion. Employees are able to focus on areas that are important to them, allowing valuable insight into how they feel about their work and what they have accomplished.
Self-evaluations allow employees to participate in a function that is traditionally only for managers. This gives the employee a sense that their opinion matters and allows them to feel more engaged in the process. A performance management system that includes self-evaluations opens up a discussion between manager and employee, to comfortably, openly, and honestly discuss performance, priorities, and challenges. This encourages a two-way dialogue that minimizes some of the inevitable stress that accompanies reviews.
Do you have further questions about how to utilize self-evaluations? Contact email@example.com.