Evaluations, Assessments and Building a Culture of Innovation

Innovation can only exist in an atmosphere where failure is seen as part of the process towards success. 

Evaluations in the work place can be a time of great anxiety.  For some jobs, they have great financial impact and represent a path to what might be a promotion.  But what does it mean when it’s time for evaluations and your employees are worried, scared, even terrified of the outcome.  To be sure, that may be the result of a poor work ethic or incompetence.  Evaluations can be a useful tool to weed out potential legal issues, consistent poor performance and create a matrix for employees to change course if needed (and protect you and the company when dismissed).  But if your entire staff is on the edge, what does that say about the culture of your company/school or you as their leader?  Not good! 

[Evaluations] should be seen as opportunities to build relationships as well as gage performance.

Even in education, faculty evaluations are often met with great anxiety, disgust or outright rejection.  As professional educators, they tend to see themselves as masters of their respective fields.  But building a culture of change and innovation means changing the acceptable beliefs of what evaluations really are, how they are conducted and the meaning of the results.  For most companies and educational institutions, employees see it as a time to criticize and condemn.  But quality organizations can use them to improve performance, increase productivity, team building and establishing a culture of innovation.

Sometimes the best tool we have is simply to listen.

There is no great secret as to how to accomplish this.  Imagine what YOU would like to see in an evaluation process for yourself, co-workers and of course, your boss!  A concern among many employees is having a voice in the company and establishing a consistent line of communication.  If employees feel that there is no outlet for support or that communication is a one-way street, this becomes a breeding ground for discontent and your company will suffer.  Here are a few steps that just might help your institution get started on the right path.

Building a culture of innovation through evaluations:

1.     Give them a voice!  If you have created an outlet that has a revolving door of ideas and a safe way to express concerns, then you are on the right track!  Your employees also need to know that you are available to listen.  Sometimes the best tool we have is simply to listen.  This will make large gains in fostering a professional relationship.

2.     Provide constructive feedback…often!  Feedback is not just for evaluation time.  Make this a regular part of the work week.  Set weekly goals and check in often to see how they are going.  Create that relationship of accountability and honesty early.  It will pay big dividends later.

3.     Leadership evaluations.  As the company or school leader you set the standard and level of accountability.  Creating a quality sustainable company culture starts with leadership.  Put yourself out there!  You should be evaluated by several aspects of the company.  Even in many quality educational institutions, school leaders are evaluated by students, parents, fellow educators and board members.  Not only is getting this feedback critical, but how you handle that scrutiny is key in the eyes of your employees.  Remembers, leadership means you go first!

4.     Employee Evaluations.  Evaluations can come in many different formats.  The smaller the company, the more informal these can be sometimes.  They do not need to feel like the Spanish Inquisition after all!  These should be seen as opportunities to build relationships as well as gage performance.  When evaluating someone try and remember that this is not personal.  Regardless of how you feel about an employee’s personality, political beliefs or other world views, you are evaluating their performance and work ethic.  Be sure to set a specific time frame for completing these.  Don’t let these sit on your desk for long.  Remember how you felt when your boss didn’t give you feedback quickly after your evaluation? 

5.     Team Building.  The real question is whether or not you want to have employees, or a team.  There is a very big difference.  The more positive reinforcement you give and the more honest feedback you offer, will determine the talent and experience level of your company.  Evaluations are opportunities!

Innovation can only exist in an atmosphere where failure is seen as part of the process towards success.

Evaluations are critical in developing a company culture of inclusion and transparency.  Once that is in place, innovation within your company or educational institution can begin to grow.  Providing employees with the right outlets to express ideas and then the safe path to follow and develop those ideas is key.  Innovation can only exist in an atmosphere where failure is seen as part of the process towards success.  How do you get them there…start with evaluations and build your relationships from there!