Job Evaluations, Not Performance Evaluations

Performance evaluations are scary enough, but at least employees can see those coming once a year. A job evaluation—basically making sure each job’s pay scale is in line with its responsibilities—can come out of nowhere, which may be why the employees of a Singapore-based nonprofit started biting their nails when they heard a job evaluation was coming.
Workforce has some tips to quell the anxiety, as anxiety is the last thing we need around here these days.
“Tell employees the full truth about the process. Start with the basics,” says Rick Galbreath of Performance Growth Partners. “If your organization wants to cut jobs, there are easier ways to than a job-evaluation program. Frankly, most companies with major jobs reduction in mind don’t have time or money for this type of project. What you have in mind is all about planning for tomorrow, not planning for a layoff.”
Most employees, he says, are paid fairly for their contributions, and so have nothing to worry about. If anything, a job evaluation program will find that some are underpaid. And remind them that “you are evaluating jobs, not people.” This isn’t an Office Space-esque situation where each person is called into an office and forced to defend his or her existence; at least, it shouldn’t be.
“Employees are involved in the process and provide much of the information necessary to accomplish it…Many employees believe that the rigors of their job are not fully understood or appreciated.”
While it may be a bit much to rename the whole thing “position appreciate program,” as Galbreath says, we agree that where job evaluations are concerned, honesty is the best policy.

Publish date: April 16, 2009 © 2020 Adweek, LLC. - All Rights Reserved and NOT FOR REPRINT