Many managers are at a loss when asked to develop their people in times of budget restrictions, freezes, when they have little control over promotions, training budgets, let alone bonuses for a work well done. How can you talk about development with a performing employee, when there is limited perspective of advancement?
Too often, the performance evaluations of employees focus on WHAT has been done the past year, on whether or not they have met the set annual objectives. Little attention, if any, is paid on HOW objectives were met. Did the person work in an isolated manner or avoided collaborating with others? Did the employee work 80 hours a week to meet objectives? Did the manager abuse his/her staff? etc…. That aspect of work is rarely discussed, and on paper that information is often non-existent.
The reality is most people are effective. They deliver and meet expectations. The sales are up, the numbers are good and if they are not, it is often due to external factors that are not under the control of the individual employees (ex: the crisis).Lire la suite