A: The most "successful" teams do, in fact, share the results with their team members. However, what's more important is that feedback on performance is shared throughout the year, not just during the completion of performance evaluations.
Sharing feedback consistently keeps managers and employees aligned, ensuring that everyone knows what needs to be focused on at all times.
This approach prevents any surprises when the conclusions of the 9-box exercise or any other performance evaluations are finally shared.
The fundamental issue with the question of whether to share or not share performance evaluation results lies in the element of surprise.
It’s detrimental to have a low-performing employee who is unaware of their performance issues until it's too late. This scenario is problematic for several reasons:
Encourages Continuous Improvement
Regularly sharing performance evaluation results fosters a culture of continuous improvement.
Employees are more likely to take ownership of their development when they receive ongoing feedback, leading to more proactive efforts to improve their performance.
Enhances Employee Engagement
Transparency in performance evaluations boosts employee engagement.
When employees understand how they are being assessed and where they stand (and what they can aim for) they feel more connected to their roles and motivated to excel.
Builds Trust and Transparency
Open communication about performance builds trust between employees and management. Trust is essential for a healthy workplace culture and can significantly improve team dynamics.
Aligns Organizational Goals
Sharing performance evaluation results helps align individual performance with organizational goals. Employees who understand their contributions to the bigger picture are more likely to work towards common objectives, fostering a sense of unity and purpose within the team.
Share Feedback Regularly
Do not wait for formal performance evaluations to share feedback. Regular, informal check-ins can provide timely insights and guidance, helping employees stay on track and feel supported in their development.
Be Constructive and Supportive
When sharing performance evaluation results, focus on constructive feedback that highlights areas for improvement while also acknowledging strengths.
Offer support and resources to help employees address any performance gaps.
Create a Safe Feedback Environment
Encourage an open and safe environment for feedback. Employees should feel comfortable discussing their performance without fear of negative consequences.
This approach fosters honest communication and a willingness to improve.
Use Clear and Objective Criteria
Ensure that performance evaluations are based on clear and objective criteria. Use the SMART framework if needed when establishing future development goals.
This transparency helps employees understand the basis of their assessments and reduces the likelihood of misunderstandings or perceived biases.
Ultimately, the question of whether to share performance evaluation results is part of a broader discussion about fostering a culture of feedback within the organization. In regularly sharing performance evaluation results, organizations can enhance employee engagement, build trust, and drive continuous improvement.
By integrating transparency, specifically, into your performance evaluation processes, you create a more aligned workforce. Sharing results constructively and frequently is not just beneficial—it’s essential for the growth and success of both employees and the organization as a whole.
