Today's trend focuses on measuring employee performance for institutions, but topics like the individual's value to the organization and personal evaluation can be overlooked. Performance can be used as a measurement method for a specific goal, but it is not sufficient for a comprehensive evaluation of an individual.
Performance measurement is done for previously set specific goals, and the aim is to achieve these goals through reviews. Employee evaluation, on the other hand, is much broader in scope, assessing not just performance but the employee's overall contribution to the organization. In this regard, daily tasks, alignment with the institution's culture and values, leadership potential, teamwork, etc., are considered.
Personal traits and capacities such as judgment, responsibility, commitment, proposing suggestions, flexibility, taking initiative, reliability, behavior, work quality, and efficiency should be evaluated, and the individual's total value should be considered. Although such evaluations are not done frequently, they should be conducted comprehensively at least once a year, with feedback from multiple stakeholders.
Therefore, finding the total contribution of an employee to the organization by considering many more factors and doing this along with the performance management system is developing as a distinct area of expertise. In the short term, performance results may look favorable, but in the long term, the employee's traits, and their alignment and contribution to the organizational culture will be decisive.
People should be evaluated as people. No one is a mechanical process, and although no one can pull a rabbit out of a hat, sustainable development becomes more lasting when human potential is utilized, institutionalization develops, and performance follows suit. Institutions with this perspective experience fewer problems and show more stable development.
Dr. Bilinç Dolmacı
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