"Even a stopped clock is right twice a day."
Unknown
So, everyone can be right at some time but the critical question is, how often are they?
Do you evaluate employee performance based on the frequency they see things in what turns out to be the best possible way?
Do you evaluate employee performance based on the frequency they see things in what turns out to be the best possible way?
In some sense I think employee evaluation needs to be on a sliding scale with all viewed relative to the best.
ReplyDeleteI understand that if the best is not good enough, that won't work for long, but that's a much different problem.
Interesting idea but I'm not sure how that would work. Let's say you decide an accounting clerk is the "best" and you rate everyone else relative to that person. Can you compare what they do to say a marketing director or warehouse worker whose jobs are totally different? What if the accounting clerk's performance is good because their job is easier or they have better support?
ReplyDeleteI don't compare them relative to their specific jobs, only their performance in those jobs. As you point out, what they do is unique to each; however I can compare their performance in those jobs.
ReplyDeleteThere is much more to it than that but it has worked for me and I get few complaints from employees (they don't know I use a sliding scale nor certainly who I think is "best".)