Coaching Question: What is the best way to help employees feel comfortable submitting and talking to their Self-Assessments as part of the Performance Evaluation process?

For managers and employees alike, the Performance Evaluation process and Self-Assessment step can become a source of confusion and anxiety. To address the Self-Assessment component in particular, we need to take a step back and first consider our over-arching mission – which we would suggest is…

…plus lay out our supporting strategic goals which may include:

• Helping our employees become the best version of themselves that they can be – to the benefit of our organization, employees and society.
  
• Optimizing our employees’ talents and contributions to our organization while simultaneously learning about our employees’ professional growth and development desires – with a focus on the immediate, short- and long-term future.
  
• Defining a fully integrated, iterative and ongoing People Potentialization Lifecycle that includes value-add learning, practicing, reflecting, dialoguing, assessing, coaching and adjusting components.
  
• Implementing sound practices that constructively:
  • Acknowledge consistent positive behaviors and results delivery through a variety of reward mechanisms.
  • Leverage existing strengths through professional development and opportunity/assignment creation methods.
  • Reshape undesired behaviors and sub-standard results through a variety of thoughtful, adjustment measures.
    
• Ensuring that our mission results in a positive experience for our organization, managers and employees.