Beyond meritocracy: 6 ways IT employee performance evaluations are changing

John Brandon

4. 360-degree Feedback for Less Subjective Judgment
Most large organisations already use 360-degree feedback, a process of getting input from those who work with an employee as well as directly from the employee, yet many companies make this step secondary to the main performance review.

"Making subjective judgments based on one person's perception or opinion is fraught with bias," says Angelo Kinicki, professor at the W.P. Carey School of Business at Arizona State University. He suggests getting wider input, adding, "The use of 360-degree feedback is a good way to accomplish this part of an employee's evaluation."

5. Real-Time Performance Tracking
What if you could track employee performance in a more constant fashion? That's the idea behind tools such as WorkIQ, which tracks call center performance, tech support and other transaction-based roles. Meanwhile, the Salesforce.com add-on Cloudapps uses gamification to track sales performance.

"Immediate performance feedback lets supervisors and line managers course-correct on the spot, rather than after the damage is done," Rowan says.

6. Social Media as Evaluation Aid
It's easy to forget how social media can play a role in evaluating employee progress as well. One strength of tools such as SuccessFactors (from SAP) is the capability to track how employees collaborate and solve problems.

Rowan says social media is a great way to monitor and track the employee "wins" for an organization. However, Twitter and Facebook aren't as useful for tracking performance problems, as failures are rarely posted in public.

"While social media is all great in theory, it's my opinion that traditional appraisals won't go away altogether soon," she says. "Instead, new means will augment but not replace."

Previous Page  1  2