#Phrases to use on employee evaluations drivers#
Identify first the core drivers that you want to highlight, then focus on building out descriptors that raise the bar and help workers focus on meeting new, heightened expectations.įor example, your pandemic-related competencies and descriptions might look like this in a predominantly professional, exempt workplace: Where do you start and what should this look like? That depends on how your organization captures the core competencies that it values in its annual performance review template. "Most of my clients appreciate the concept of change management now more than ever, yet almost all are challenged by individuals or teams that resist adapting to the new realities of the workplace." "Agility, flexibility, speed and adaptability are an excellent place to start," said Tan, managing principal of Intandem, LLC, a compensation consultancy group in Spokane, Wash. However you choose to reflect the challenges associated with the COVID-19 pandemic on your employees' performance, take this opportunity to communicate what success should look like when it comes to change management and adaptability. This can be done by amending the entire template or simply adding a new module to the existing one. It's critical that you capture and incorporate the drivers of organizational success into your performance appraisal template-the "annual report" that reflects the performance drivers and skills, knowledge and abilities that reflect the coronavirus "normal." New skills, competencies and attitudes are required to navigate today's changing workplace priorities.
Reflecting on the new realities of the coronavirus, there's no better time to amend your performance review template than right now. In short, if you're not changing your performance appraisal template every few years to reflect that, you're missing the opportunity to inject strategic imperatives into your performance management program. Whether you're in a startup, a growth company, a mature organization or even an entity in some form of decline, your performance review template represents your core competencies and key values. Not some static form passed down from generation to generation with generic competencies, but a statement about your organization's values, goals and priorities that have changed over time. The Performance Appraisal Tool Kit: Redesigning Your Performance Review Template to Drive Individual and Organizational Change (Amacom/HarperCollins Leadership, 2013), our goal was to raise awareness that a template is a living, breathing document.
When my co-author, Winston Tan, and I sat down to write the book
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