This special interest group is a collective of human resources and talent folks in the power industry networking, sharing and learning from each another. 

Post

Changes Needed in Evaluating Employee Performance

image credit: Photo 85713708 © Designer491 | Dreamstime.com
Paul Korzeniowski's picture
B2B Content producer Self-employed

Paul is a seasoned (basically old) freelance B2B content producer. Through the years, he has written more than 10,000 items (blogs, news stories, white papers, case studies, press releases and...

  • Member since 2011
  • 1,309 items added with 434,539 views
  • Dec 13, 2021
  • 238 views

A gap exists between how staff and their bosses view the employee feedback process. Changes are needed in order to close it because employees are in a prime position in the current job market. To close the gap, energy companies need to make employees more responsible in the process and create a feeling of trust.  

Currently, many employees do not feel that the feedback they receive at work accurately reflects their job performance, leading to discontent. Many energy companies have been struggling to find workers because individuals have rethought their priorities during the pandemic. In fact, more than half (55%) are pondering leaving their current position.

Your access to Member Features is limited.

The Power of Empowerment

As a result, energy companies need to adjust their practices. One change is empowering employees in the feedback process. Typically, managers decide when to give employees feedback, and businesses set the parameters.

The process needs to be more equitable. Energy companies must have employees shape the process and take ownership for items, like scheduling feedback conversations. They should also be encouraged to lead conversations that outline how to improve their chances for success.

Not every person will understand how to make that transition. Therefore, utilities must train employees on how to engage in such conversations, so they are fruitful.

Feedback’s Downsides

In many cases, feedback has been done in a confrontational manner. As a result, it becomes less effective, so other adjustments are needed here as well.

Often the input is unactionable, either it is too broad, or the goal is beyond the employee’s control. Moving forward, managers need to make feedback tangible and realistic.

Another problem is feedback can be demoralizing and harm rather than help workplace relationships. Utilities need to put processes in place that create transparency and encourage managers and employees to regularly discuss how they can improve communications. Such an approach becomes a foundation that facilitates healthy and helpful conversations.

The company should also deploy tools that help employees and managers understand what trust looks like and understand the level of trust in their relationships.

Feedback should be an organizational responsibility. Energy companies need to encourage employees to not only value the feedback that their manager can provide, but also seek out and account for feedback from peers as well.

Currently, energy companies are scrambling to build a strong workforce. Their feedback processes have not been effective and could lose them valuable employees in the current highly competitive market. By empowering employees and creating more trust in the process, they can help to ensure that their good workers stay with the organization.

Paul Korzeniowski's picture
Thank Paul for the Post!
Energy Central contributors share their experience and insights for the benefit of other Members (like you). Please show them your appreciation by leaving a comment, 'liking' this post, or following this Member.
More posts from this member
Discussions
Spell checking: Press the CTRL or COMMAND key then click on the underlined misspelled word.

No discussions yet. Start a discussion below.

Get Published - Build a Following

The Energy Central Power Industry Network is based on one core idea - power industry professionals helping each other and advancing the industry by sharing and learning from each other.

If you have an experience or insight to share or have learned something from a conference or seminar, your peers and colleagues on Energy Central want to hear about it. It's also easy to share a link to an article you've liked or an industry resource that you think would be helpful.

                 Learn more about posting on Energy Central »