In the 1990s the idea of having employees do self-evaluations as
part of an employee appraisal or review program. Many groups and
employers quickly embraced the concept including the Human
Resources Association of Greater Detroit, EDS and Kmart.

The well-intended self-evaluations cause an employee to wonder
why a program meant for employee growth is turned into a self-
confessional. With self-evaluation the employee is forced to failures,
weaknesses, and areas of improvement. After-all, failure to expose
one may that management already knew can cast doubt on the
employee’s candor.

This is one form of “devaluation”. The term “devaluation” refers to
any employee appraisal or evaluation system where the final product
does not provide a road map to short- and long-term employee
development.

Effective appraisal programs focus on future employee development.
They set out a series of goals relating to where the employee will find
success and a road map to get there.

It is important to remember the "success" spot on the map is where
the employee is delivering maximum value to the employer while
achieving the utmost personal satisfaction. Annual evaluations or
appraisals are necessary because as the employee’s interests and
skills grow the spot where the gain satisfaction while adding value
may also change.

Use this term for developing skills in these areas:
Bizerm™
"Devaluation"
A Bizerm™ is a new business term combining two
descriptive words into a single word or phrase whose
definition is often only known by those using it. To
see more terminology in the workplace,
click here.

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