Performance Evaluations: Key to People Development

Abstract

A good performance evaluation program is a critical element in the development of people, and the development of people is a key responsibility of a manager. A sound career‐guidance program has its roots in a well‐functioning performance evaluation program through which there is good dialogue between the manager and subordinate. In most technical organizations, managers rise out of the technical ranks. They assume their managerial responsibilities with little or no formal training in how to deal with people and their problems. They are often uncomfortable in one‐on‐one meetings with those working under their direction. As a result, they have a difficult time giving constructive criticism and with the other conversations so necessary in properly carrying out performance evaluations. A poorly handled evaluation is often worse than no evaluation. Managers must constantly work to improve their interviewing and people skills in order to do a better job of developing subordinates. Employees want to know how they are doing and how they can improve. The performance evaluation process is a vehicle through which this can be accomplished.