Be prepared to back up your assessment
The annual evaluation : Reviewing goals reached and missed
What is the most important thing in the annual evaluation? "To make an
assessment and to identify what can be improved," some would say!
Perhaps, but not only that. For it is also the moment when we
discuss things that we don't often bring up (for lack of preparation, or
of time, or of necessity...), when we enlarge the scope of reflection,
when we make commitments.
Compare
Remember
It's a question of bringing real "added value," solid material
for reflection that goes beyond everyday conversation: What did your
co-worker succeed in? What qualities or skills did he
demonstrate? What obstacles did he overcome? What goal did he
not reach? Why? What would he have needed, in order to succeed? What
things seem to give him difficulty?...
Invite reflection
Who knows better than the co-worker himself how to say what he
suceeded or failed in doing? It is worthwhile then to hear his
perception, his analysis so as to be able to see the objectives
from his viewpoint. You can then discuss the points on which
your views are in agreement or divergenvce.
Of course, in order for this step to be constructive, the goals must already have been rigorously defined.
Of course, in order for this step to be constructive, the goals must already have been rigorously defined.
Look toward the future
The review of goals reached and missed is one step in the
assessment. It allows you to come to agreement on what needs to be
continued, adjusted, developed. In the end it has no use other
than the insights it gives into how to succeed in the coming
year.
Evaluation
Each question has only one correct response, but be careful: among the possible responses there is one that is "almost correct" and might make the choice harder!
1 / 3
Objective reached!
Justine has reached the first objective you fixed her. She explains why she believed she succeeded. What do you say to her?
So you've succeeded in reaching the objective, well done! How could you have done more? ⚠
This question risks being
taken badly. It plays down Justine's achievement and it sounds like "you
could have done better".
I, like you, consider you have
reached your objective. You've done very well.
What is notable for you in
this achievement?
✓
The question gives Justine
confidence and allows her to share her experience.
She sees the interest that you
have in her performance.
Indeed, you have reached this
objective. On the other end, the objective afterwards was more difficult.
⚠
Why move on so quickly from
the positive? This gives your collaborator the impression that you are only
focused on the negative.
I wonder whether this objective was ambitious
enough for you... ⚠
You undermine Justine's achievement. If you think
that she has more potential, it's in the next objective you can express it.
2 / 3
Objective not met...
Jamel hasn't achieved one of
his objectives. Among the following questions, what is, according to you, the
most useful for him to reflect on?
What was missing that
prevented you from achieving this objective?
⚠
The question doesn't
sufficiently focus on the action (or non action) of the collaborator. It invites him to find reasons
for the failure which are not his fault.
Why didn't you alert me of the
difficulties you were having?
⚠
To raise later, when Jamel has
outlined his vision of things. At this stage, the question will lead him to
justifying himself, which distances you from the goal.
Are you aware of why you
didn't achieve this objective?
✓
The question forces Jamel to prioritise
the different possible reasons.
Then, it could be useful to
ask him what he could have acted on and what was out of his hands.
Do you understand what the
consequences of not achieving this objective are?
⚠
The subject on consequences
could be interesting but at another time and in a conversational mode: "in
your opinion, what are the consequences?"
3 / 3
Introduction
To approach the subject of
objective achievements, what is, in your opinion, the best manner?
Giving your opinion and asking
what your collaborator thinks.
⚠
It would be best that your
collaborator give his opinion first then you can give yours. This way, you can adapt your
message.
Ask your collaborator what he
thinks of the objectives that have been set.
⚠
Too late! If he says that they
were unsuitable, there won't be much you can do about it.
Ask your collaborator for his
feedback, then reply giving yours.
✓
Yes, this is a good way to
open the dialogue starting with your collaborator's point of view.
Your score is
0/3
You finished!
To review the questions and responses, please choose from the list below.