Performance Evaluation can be a valuable tool in the same way that prolonged constipation can be an asset. Which means what it means.
This having been said, I have figured out how to get the maximum "bang for the buck" from the Performance Evaluation cycle, which we schedule each year just before summer break. I have maintained, and I continue to maintain, that just before summer break is a very good time to have these discussions, before each nerd's spouse poisons their mind about the work place over vacation time.
Our Performance Evaluation talks have 3 goals, in line with our core value of keeping things simple.
1) Prevent expectations vis a vis (French) salary hikes.
2) Point out critical weaknesses which must be improved in the very near future.
3) Make the nerd feel more engaged, notwithstanding the aforementioned goals.
This year, several improvements have been introduced, in line with our core value of "constant improvement of the HR experience".
AI will be interviewing the top percentile of high performers to ensure full control of the dialogue. I personally have coded the bot.
Miss Axe (Cynthia) our downsizer will wear pink and yellow when she speaks with the nerds at the bottom of the pecking order.
Hugh White, the straight white boy who runs DEI, will speak with non Christians and non Caucasians so that they feel bias towards none.
True, the White boy will be busy, but he prefers to be at work, considering the quality of his marriage with his wife, Comrade Ludmilla White, nee Khruschov.
