Que faites-vous si vos évaluations de performance se heurtent à de la résistance ?

A escuta ativa é fundamental! Pratique-a sem medo. Não tenha medo de ouvir ou de escutar o que seus funcionários têm a dizer. Seja um líder!

Let’s be honest — there are A LOT of bad evaluation systems out there, where at best workers feeling overburdened by paperwork and at worse they feel micro-managed and punished. If you are serious about creating a system that is right for your organization, take the time to hear people’s concerns and do what is necessary to address the most frequent criticisms. It will not only increase support for your evaluation system — it will likely improve it as well!

When facing resistance during performance evaluations, it's crucial to approach the situation with empathy and transparency. Listen actively to the concerns raised, seeking to understand the root cause of the resistance. Communicate clearly the purpose and benefits of the evaluation process, emphasizing its role in personal and professional growth. Collaboratively identify areas of improvement and set realistic goals together. Provide constructive feedback and support, focusing on actionable steps for development. Encourage open dialogue and continuous feedback to foster a culture of growth and improvement. Remember, addressing resistance requires patience, active listening, and a genuine commitment to mutual success.

Receiving a negative job performance review can be frustrating. If you review the assessment and feel it is off base, here are some steps you can take: 1. Write a rebuttal. State clearly why you disagree with the evaluation. A rebuttal aims to add a permanent record to your review. Employees typically use them if they disagree with their appraisal or wish to add missing goals and accomplishments. 2. Ask for a meeting with your manager to discuss your feedback. Maintain composure and objectivity during the conversation to preserve your credibility when facing unfavorable criticism. 3. Your rebuttal should be specific. Be prepared to support your arguments with evidence of your accomplishments and clarify why you disagree with the feedback.

If performance evaluations are met with resistance, address concerns empathetically, emphasizing the purpose of feedback for growth. Encourage open dialogue, listen actively, and clarify expectations. Offer support and guidance to address areas of improvement collaboratively. Highlight achievements positively to maintain motivation and trust in the evaluation process.

Esclareça os prazos, metas e desafios de forma coerente. Sem muita enrolação. Não seja um líder enrolado, seja um líder proativo. Facilite.

A carnival song goes, "Follow the leader, leader, leader." To deliver clear and followable goals, here are five foundational keys: 1. The leader's hidden and public values must align with the company's mission and vision. 2. Goals must be written in 1 to 3 sentences at a 3rd-5th-grade reading level. 3. Goals must be achievable for all levels of interaction. 4. Goals must be stackable to bring alignment. 5. All goals must point to a clearly defined outcome, both spiritually, physically, and mentally. Several AI apps can be implemented to monitor goal progress and results. This is true for your personal and business life, as they are intertwined. If the leader is clear, then the team is clear. So, follow the leader.

A definição de papéis, onde cada um sabe o que se espera e suas responsabilidades muitas vezes é ignorada na contratação ou promoção de um funcionário. E é importante, sistemática e estruturadamente se explicar o que a empresa espera e quais as responbilidades de cada pessoa. Isso facilita a avaliação de desempenho e os feedbacks periódicos e pontuais.

Communication is the greatest interaction tool. Applying clear and transparent communication, especially in relation to the objectives set, will allow leadership to better approach the team about the goals to be sought and achieved.

Além disso, é importante lembrar que as avaliações de desempenho devem estar alinhadas com a cultura e os valores da empresa. Quando os colaboradores percebem que as avaliações estão conectadas ao propósito e à missão da organização, eles tendem a encará-las de forma mais positiva. Por fim, manter uma atitude aberta, empática e construtiva durante todo o processo de avaliação pode ajudar a criar um ambiente no qual a resistência seja reduzida e as avaliações sejam vistas como uma oportunidade de crescimento e aprimoramento.

An employee was hired to work at a ticket counter and embark and disembark passengers from several flights per day. The employees understood they worked part-time six days per week, totaling 23 hours. It is not understood that at the end of the week, the employee would have invested 40 hours. It was not explained that, in the middle of the workday, there were three hours of non-work, non-payable time. The employee gave feedback on the size of the check and the hours worked and was told by the manager to take it or leave it. If the manager is unclear about the working policies and the goals, then the employees will be unclear about what they are expected to produce and get in return.

An enlightening approach contributes to greater team efficiency. Presenting the points of improvement that illustrate the evaluation of each team member will allow a better understanding of the objectives expected of the professional, avoiding a thought of personal direction of the evaluation.

When providing feedback, the specifics really matter for two reasons: 1. General feedback leaves a lot of room for interpretation. Specific examples will help close that gap. 2. General feedback can skew the overall direction of the feedback. For example, if you provide constructive feedback to a high performer and don't tie it to a specific instance, the employee may receive that with resistance because it's not true most of the time. The example will make it concrete and give them something tangible to learn and grow from.

Performance evaluations are best conducted regularly throughout the year, leading to the final review, which determines raises and training. It's more productive to self-evaluate and collaborate with the boss regularly, either weekly or quarterly, leading up to the year. There's a three-letter word that often creates discord between an employee and an employer. It's typically written on the job description at the very bottom after they have outlined all of the tasks, with a period at the end. I believe the statement starts with "and any assigned task, etc." It makes the employees feel that they have to agree to what they don't know, and it allows the boss to assign without discretion. "Etc." makes the performance evaluation go one way.

Transforming performance evaluations into growth opportunities involves shifting the focus towards development and aligning goals with personal values. By discussing potential training, mentoring, and project involvement, you open a pathway for constructive dialogue. This approach not only addresses resistance but also encourages a commitment to professional enhancement. Utilize evaluations to gauge contributions and collaboratively set goals that reflect both organizational needs and personal aspirations, fostering a culture of continuous improvement and value alignment.

One of the common mistakes is to discuss growth after communicating the Rating. Once the rating is communicated and there is resistance the team member is already shut off and will not be receptive to hearing about training,mentoring or developing skills. The rating should be communicated at the end

Treat evaluations as a dialogue aimed at professional development, shifting the focus from shortcomings to future improvements. Discuss training, mentoring, or projects that can help team members develop necessary skills and competencies. Using a positive approach, you can transform resistance into motivation and commitment to personal and professional growth.

Outra estratégia eficaz é envolver os colaboradores no processo de avaliação, dando-lhes a oportunidade de contribuir com suas próprias autoavaliações e metas de desenvolvimento. Isso pode ajudar a criar um senso de responsabilidade e empoderamento, tornando as avaliações mais colaborativas e menos confrontadoras. Além disso, oferecer feedback regular ao longo do ano, em vez de concentrar todas as avaliações em um único momento, pode ajudar a reduzir a resistência, pois as pessoas se acostumam a receber e dar feedback de forma contínua.

Além disso, é importante garantir que as avaliações sejam justas e baseadas em critérios claros e objetivos. Isso pode ajudar a aumentar a aceitação por parte dos colaboradores. Também é essencial fornecer suporte e recursos para que as pessoas possam melhorar em áreas identificadas como desafios. A transparência durante todo o processo de avaliação também pode contribuir para reduzir a resistência, pois demonstra um compromisso com a equidade e o desenvolvimento contínuo.

When performance evaluations face resistance, offering robust support is crucial. In my roles over the years, I've introduced structured support systems that address the concerns raised during evaluations. This includes tailored training programs, regular 1:1 coaching sessions, and access to resources that help team members meet their goals. Such support not only eases resistance but also demonstrates a commitment to each team member’s success, creating a more open and trusting environment. These strategies have proven effective in turning resistance into engagement and growth.

Vivenciei uma vez um cenário que os líderes estavam aflitos pela ausência de suporte de seu chefe. O que você pode falar sobre isso? Já viveu? Tenho visto hoje que o feedback e o suporte ativo do líder é algo diferencial que permite ao subordinado se sentir mais confiante. Um verdadeiro aliado no foco e nos resultados.

A good appraisal meeting is where the employee feels that you are there to support them. One of the ways to do it is to first tell which areas she/he needs support and then ask if it is true or the employee feels otherwise. In case there is a difference state clearly why you feel so. The key is to make the employee trust your judgement, then only they feel the support offered is genuine.

Ah, avaliações de desempenho podem ser desafiadoras, não é mesmo? É importante abordá-las de maneira sensível e construtiva. Se estiver enfrentando resistência, talvez seja útil entender as preocupações e pontos de vista das pessoas envolvidas. Compartilhar exemplos concretos e mostrar como as avaliações podem levar a melhorias pessoais e profissionais também pode ajudar a diminuir a resistência. A comunicação aberta e empática é fundamental nesses momentos.

Existe uma frase do mundo militar que é: "A tropa é espelho do comandante!". Um líder que acompanha de perto sem descer ao micro gerenciamento, apoia sua equipe. Mas aquele que não faz isso se distancia. Você concorda com isso? Tem uma posição que diverge? Qual foi sua experiencia que pode citar e contribuir com esse post?

Follow up with the individual regularly to monitor progress, provide support, and address any ongoing issues or concerns with the indivisual

Learn and improve. Once a performance review is closed, there isn’t much you can do to reverse it. However, create an action plan to address any areas where you need to improve based on the feedback. Stay in touch with your supervisor to regularly review your success and any changes to your performance. Remember to maintain a professional tone in your communication. Even when receiving unfair critiques, keeping a positive attitude and commitment to improving your performance is crucial. You can turn a poor performance evaluation into a worthwhile learning experience by remaining composed, professional, and improvement-focused.

It's a bit natural that the performance evaluation are met with resistance.Dont worry. Take it in your stride. It's an opportunity to engage and interact and explain

Já participou de uma reunião em que diversos líderes são chamados com seus colaboradores pelo chefe principal para que possa ouvi-los e a reunião fica praticamente muda? Em silêncio? Ou, quando alguém fala é sempre o chefe maior da hierarquia de cada local? Como foi para você? Já vivenciou algo assim similar? Do "silêncio corporativo" em uma reunião para ouvir demandas?

We should avoid the surprise factor in year end performance assessment. Prevention of unexpected performance assessment is key to foster sense of fairness in our collaborators: - Recurrent feedback should be provided (even if this is not asked) - Be factual and bring examples of improvement areas but also positive contributions (the recognition of positive areas also help the motivational factor to bring the best self at work and mitigate the improvement areas) - Set a development plan for each improvement area This hand in hand progress secure key talents in the organization and enables collaborators engagement.