O que você faz se suas avaliações de desempenho como líder de equipe estão causando mais danos do que benefícios?

First of, I go over the whole thing to see of if I can identify any possible loopholes that resulted in this. If there's nothing relevant, I ask their opinions and insight as to what may have caused this. After getting feedback, I revise the methods based on these feedbacks and other suggestions and monitor the progress of this new method adopted to compare and see which provides the best results.

No existe fórmula o lista de chequeo que nos prepare para dar una buena retroalimentación. Nos pueden sugerir pautas y metodologías, pero la evaluación y retroalimentación exitosa proviene de una empatía genuina con los seres humanos que lideramos y un verdadero deseo de ayudarles a alcanzar sus objetivos como profesionales, y por qué no, ayudarles a crecer como personas.

Performance evaluations are meant to be constructive tools for assessing and improving performance, both for individual team members and for the team as a whole. However, when handled poorly or ineffectively, performance evaluations can indeed cause more harm than good, leading to demotivation, disengagement, and even resentment among team members. As a team leader, it's essential to recognize the signs that your performance evaluations are having a negative impact and take proactive steps to address the issue. Lead by example by demonstrating a commitment to fair, transparent, and constructive performance evaluations. Model effective communication, active listening, and empathy in your interactions with team members.

For me, it took a while before I learned to give formal, constructive feedback. This is really important. You can be an emotional person and write a lot of unnecessary things, or you can be someone who writes only a few words that can be misinterpreted. Ask people around you to rate your feedback and analyze their responses and recommendations.

It's definitely worth asking your team for their thoughts on your performance evaluation process. However, remember that you are a leader. The team may want a lot of things that are comfortable for themselves, but you also need to think about business. Leave your doors open for dialogue, but don't let any random opinion second-guess your decisions.

There may also be another unpleasant side to this. Yes, you may be wrong in your evaluations, but there may be a situation where the company previously had too lax or no evaluations processes at all. And when you introduced such a system, it became unusual for the team. It is worth assessing your work in detail from all sides, making sure that the process is transparent, the evaluations system is clear to everyone and it meets business requirements.

Performance evaluations should empower your team, not create frustration. If you suspect your grading system might be too complex, take a pulse check. Are they constantly confused or is the administrative burden sucking the time out of the process? A complex system can overshadow learning and drag down morale. Gather feedback, assess the workload, and ensure the system aligns with your goals. Consider simpler scales, a focus on learning outcomes, or even incorporating peer reviews. Remember, the goal is to have a system that effectively measures progress, motivates, and doesn't get in the way of learning. By streamlining your approach, you'll improve efficiency, boost morale, and achieve better results for everyone.