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What do you do if an employee's exceptional performance goes unnoticed during performance evaluations?

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Performance evaluations are a critical aspect of office administration, serving as a key tool for recognizing employee achievements and identifying areas for improvement. However, there are times when an employee's exceptional performance might slip through the cracks, going unnoticed. This oversight can be demotivating for the employee and detrimental to the morale of the team. As an office administrator, it's essential to address this issue promptly and effectively to ensure that all employees feel valued for their contributions.

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1 Addressing Oversight

When you realize that an employee's exceptional performance has been overlooked during evaluations, the first step is to acknowledge the oversight and communicate with the employee. It's important to express your appreciation for their hard work and discuss the reasons why their achievements were not recognized. Transparency is key in maintaining trust and ensuring the employee doesn't feel undervalued. This conversation can also be an opportunity to review the evaluation process and make adjustments to prevent future oversights.

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Gina Macedo

Creative Design Recruitment - Architecture & Design Specialist
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You need to make appreciation and recognition part of the culture within the organisation to make sure that this type of issue is combated before it arises. Firstly, apologise and make sure that the person knows that their exceptional performance is been recognized and will be rewarded. Moving forward remembering to say thank you in a personal and sincere way for their hard work and efforts. Making it clear that you’re interested in their career growth and in them as individuals. Of course, a fair salary and benefits package is a key part to staff retention, but you can start to make a change to the culture by expressing more thanks and gratitude to those around you and see what happens.

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?? Nic Gray ??

Multi-Award Winning Virtual Assistant | Specialist in Clarity & Strategy for Neurodivergent Entrepreneurs & Wellness Practitioners | Social Media & Visibility Expert
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One thing I’ve found helpful is to hold your hands up and admit the oversight and then ensure you go above and beyond to show your appreciation of the employee. Learn from the mistake by setting up processes to run regular evaluations in the future.

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Nisihangwe Mahuwa

Student at University of Venda
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The best way is to come up with a system or method where each employee can review each other especially in case where there is a task to be completed as a team, that will give each employee to notice who give their best during the completion of task.

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2 Immediate Recognition

Once the oversight has been addressed, it's crucial to provide immediate recognition for the employee's exceptional performance. This could be in the form of a formal announcement, a certificate of achievement, or a token of appreciation that aligns with company culture. Recognizing the employee's contributions not only rectifies the initial oversight but also reinforces their value to the team and company. Such recognition can also inspire others to strive for excellence.

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3 Review Processes

To prevent future oversights, it's necessary to review and possibly revise the performance evaluation processes. Look for gaps or biases that may have contributed to the oversight and seek input from various team members to ensure a comprehensive understanding of each employee's contributions. Consider implementing regular check-ins or a peer-review system that allows for more frequent opportunities to recognize exceptional work. A robust evaluation process will help ensure that all employees' efforts are fairly assessed.

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4 Encourage Feedback

Encouraging open feedback from employees about the evaluation process can uncover insights into why exceptional performance might go unnoticed. Create a safe space for employees to express their concerns and suggestions without fear of repercussions. This feedback is invaluable for improving the evaluation process and making sure that it's fair and transparent. Furthermore, involving employees in the process fosters a sense of ownership and engagement.

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Jennifer Okoroji

Executive Assistant/ Virtual Assistant/Front-End-Web Development/Cybersecurity
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Asking employees for feedback is actually a great way for employers to get an idea of what is expected of an employer and a better way to fix issues arising between and employer and employee, improve the company operation processes and all, while an employer might be set in his own ways and part an employee is the one on the side line and can actually point out certain things which are not seen by the employer and feedbacks from employees gives a sense of belonging and being part of the processes as it makes the employee included and gives the notion that their thoughts, idea and inputs are also of great value.

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5 Personal Development

In addition to addressing the oversight, focus on the personal development of the overlooked employee. Offer opportunities for further training, mentorship, or challenging projects that can help them grow and advance in their career. This approach not only shows that you value their contributions but also invests in their future with the company, which can enhance loyalty and job satisfaction.

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6 Follow-Up Actions

Lastly, establish follow-up actions to monitor the effectiveness of any changes made to the evaluation process. Set a timeline to review the impact of these changes and ensure that they are working as intended. Continuous improvement is essential in performance evaluations, and follow-up actions demonstrate a commitment to fairness and recognition for all employees.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if an employee's exceptional performance goes unnoticed during performance evaluations?

1

2

3

4

5

6

7

1 Addressing Oversight

2 Immediate Recognition

3 Review Processes

4 Encourage Feedback

5 Personal Development

6 Follow-Up Actions

7 Here’s what else to consider

Office Administration

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What do you do if an employee's exceptional performance goes unnoticed during performance evaluations?

1

2

3

4

5

6

7

1 Addressing Oversight

2 Immediate Recognition

3 Review Processes

4 Encourage Feedback

5 Personal Development

6 Follow-Up Actions

7 Here’s what else to consider

Office Administration

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