Maintaining quality is of high importance in everything that we do. But are we paying attention to quality when it comes to what we do or what others do for us? Let’s just think how serious we are at work. Are we managing things the right way as they are supposed to be? Are we serving customers or clients in an efficient way that satisfies us if we were in their shoes? People should realise the importance of responsibility and honesty in what they do. At work, for instance, it’s not a matter of making a living out of what we do, but doing it professionally and conscientiously. Certain standards of quality should always be set for employees to comply with in their duty. Otherwise, things will be done for the sake of completing them with no consideration to quality.
Employees are always the core factor for running a good business where quality is a concern and customers are valued. If quality assurance is significant to employers, performance evaluation system must be implemented to monitor employees’ productivity and proficiency.
However, the system should not be a tracking tool for every single action or task assigned to an employee. If this is the case, then employees will be stressed, uncomfortable and discouraged.
The performance evaluation system is to be taken care of by direct managers, who will report to the HR department which, in turn, will conduct full evaluation and analysis.
To ensure objectivity in the evaluation process in every organisation, employees should be involved in setting their goals. Mutual understanding and trust between managers and employees is extremely important to ensure a healthy and inspiring work environment.
Accordingly, such a comfortable working atmosphere will instil trust and devotion of employees to their employer as well as urge them to bring about their best at work.
Evaluation must be constructive as it helps all employees discover their strengths and weaknesses regardless of their performance levels. This practice will go far in creating a workforce that is engaged, productive and loyal.
Researches indicate that employees have three prime needs: interesting work, recognition for doing a good job and being let in on things happening around them.
In comparison between government and private sectors, employees’ performance evaluation process is totally different at both places. In government bodies, it is more a formality done at the end of the year while adding no value to employees themselves as they all get promoted regardless of their performance. The evaluation criteria are not even up to the standard of evaluating an employee as similar formats of criteria are applied to employees of different jobs at various organisations. Basically, it doesn’t distinguish between high and low performing employees.
On the other hand, evaluation is different in private companies. It’s more challenging and personalised. However, it is more encouraging to obtain self-development and rewarding as well. An employee is given different objectives to achieve throughout the year based on his/ her job tasks. The objectives are usually set either by the manager or employee and get approved to be valid and put into action.
Consequently, employees are evaluated twice a year by undergoing mid-year and year-end evaluations. Based on their performance, employees are rewarded with an annual bonus.
Evaluating employees’ performance is always significant to ensure quality of their work. This helps distinguishing hard workers to reward them in return for their dedication and excellence.
Acknowledging employees’ outstanding contributions and performance reflects their value to the team, department and organisation as a whole.
Therefore, there is an urgent need to revamp the evaluation system in the government organisations to encourage competitiveness among employees. It will urge them to work hard and eventually improve their performance.
Abdulaziz Al Jahdhami
aljahdhami22@gmail.com
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