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- Firm introduced a 360-degree performance
evaluation system five years prior.
- Evaluation process not followed consistently;
not well understood.
- Some employees had not received evaluations
in several years.
- Compensation tied to evaluation process,
but employees who were not evaluated received pay increases
anyway.
- No training or coaching provided
to supervisors to assist them in conducting effective evaluations.
- Inconsistency of evaluation process
created inconsistent performance and decreased morale.
- Documented existing performance evaluation
process and participation.
- Identified resistance and barriers
through interviews.
- Created workshops and individual
practice sessions for supervisors.
- Modified evaluation and feedback
forms to simplify use, ensure consistency, and enhance understanding.
- After five months,
85% of supervisors had attended workshops and begun individual
practice sessions.
- Supervisors learned
how to set clear expectations to assure consistent, objective,
and fair assessment for all.
- Quality, consistency,
and completeness of performance evaluations improved by
80%. Timeliness improved 65%.
- All supervisors reported
greater comfort—improved confidence—with the evaluation
process.
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