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What do you do if performance evaluations are delayed and ineffective?

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When you're in the thick of program management, timely and effective performance evaluations are crucial. They guide your team's development, ensure accountability, and align individual efforts with organizational goals. But what happens when these evaluations are delayed or fall short of delivering value? It's a common challenge, and addressing it requires a proactive approach that can turn a stumbling block into a stepping stone for continuous improvement.

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Hitesh Chopra

Strategic IT Leadership and Digital transformation executive, Certified Independent Director, EXECUTIVE MBA INSEAD…

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Abdul Habib Aulfat, P.

PMP?, PRINCE2? 7th Practitioner, PMI-SP?, Program DPro?, Project DPro?, NEBOSH IGC?, BSc Civil Engineer, FIDIC…
Navdeep Malik

Program Management Leader | Telecom Infrastructure and Services solutions Expert I Forbes Technology Council | AI and…

1 Identify Issues

If you notice that performance evaluations are consistently delayed or ineffective, the first step is to identify the root causes. Delays often stem from a lack of clear process, while ineffectiveness may be due to poorly defined evaluation criteria or inadequate feedback mechanisms. Engage with your team to understand their perspectives and experiences with the current system. This collaborative approach will not only shed light on specific issues but also foster a sense of ownership and accountability among team members.

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Hitesh Chopra

Strategic IT Leadership and Digital transformation executive, Certified Independent Director, EXECUTIVE MBA INSEAD , Former-Accenture, Atos | PMP| PgMP | PfMP | ITIL Expert
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Based on my experience the issues could be related to - Delayed evaluation with outdated or incomplete data leads to unfair judgment - Employees are not motivated as they feel there efforts are not recognized - The action plan based on improvement area identified get delayed less scope of improvement - Delayed evaluation result in object and priorities of employee not set in timely manner leading to directionless effort and no expectation setting - Delay evaluation result in delayed performance appraisal , training and other action which lead to uncertainty in employees Overall employees will feel the process as ineffective there perception grow negative and they loose trust in the process and it lead to questioning integrity of process

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Abdul Habib Aulfat, P.

PMP?, PRINCE2? 7th Practitioner, PMI-SP?, Program DPro?, Project DPro?, NEBOSH IGC?, BSc Civil Engineer, FIDIC Contracts Specialist, Proposal Writing Professional, PMI? and PM4NGOs? Authorized Trainer
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To address delayed and ineffective performance evaluations, start by communicating concerns and providing interim feedback. Review evaluation processes, set clear expectations, and offer support to evaluators. Address root causes and seek employee input to enhance the process. Monitor progress and ensure adherence to timelines. Taking these steps fosters a culture of continuous feedback and development, improving employee engagement and performance.

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Navdeep Malik

Program Management Leader | Telecom Infrastructure and Services solutions Expert I Forbes Technology Council | AI and Digital Transformation I Judge I Mentor I Speaker I IEEE Sr. Member I IETE Fellow I IET Fellow
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If performance evaluations become delayed and fall short of their goals, start by examining the existing evaluation system to pinpoint causes of delays and areas where it falls short. Investigate the reasons behind the postponements and evaluate whether the criteria used are clear, applicable, and aligned with the organization's objectives. Implementing more streamlined, straightforward evaluation methods or tools may help reduce delays. Furthermore, to increase the evaluations' effectiveness, integrate continuous feedback mechanisms throughout the year, beyond the scheduled review periods. This approach allows for real-time adjustments and acknowledgments, enriching the formal evaluation process.

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2 Streamline Process

Once you've pinpointed the issues, it's time to streamline the evaluation process. Simplify and clarify the steps involved, from setting objectives to delivering feedback. Ensure that everyone understands their role and the timeline. By reducing complexity and ambiguity, you'll minimize delays and make the process more manageable for all involved. Remember, a streamlined process is more likely to be followed consistently, leading to more timely and effective evaluations.

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Cindy Jeffrey, MA, PMP

LinkedIn Top Program Management Voice | Project Management Principles and Practices
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I completely agree. Once you've identified the issues, it's time to get strategic about the evaluation process. We're talking about simplifying and clarifying every step – from setting objectives to delivering feedback. It's about making sure everyone knows their part and the timeline involved. By cutting through the complexity and ensuring clarity, you're not just smoothing out the process; you're setting the stage for consistent, timely, and effective evaluations. After all, a well-organized approach is key to getting results.

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3 Set Expectations

Clear expectations are the backbone of any performance evaluation system. You need to ensure that everyone knows what is expected of them and how their performance will be measured. This includes establishing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and making sure that the evaluation criteria are aligned with these goals. When expectations are well-defined and communicated, it reduces confusion and empowers your team to perform to their best ability.

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Kitti Kerekes

Lead, Technical Programs (TPM) | Helping women in tech to become the bold leaders they truly are | Advisor @ Guud FemTech | Mentor @ AllWomen - Women in Tech | ? Join the TPM mentoring masterclass!
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Like with many things in life what we need here is clarity. Sure, it's better to have a culture where feedback is a continuous, and constructive. But setting expectations is just NOT enough anymore. In order for us to be able to nurture growth, acknowledge effort, and celebrate milestones—big or small— we have to think of the every-day small steps we take to provide the right conditions for our teams and individuals to flourish ?? We need clarity, ongoing dialogue and timely conversations. Then yes, we can set expectations too.

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4 Foster Communication

Open and continuous communication is vital for overcoming delays and enhancing the effectiveness of performance evaluations. Encourage ongoing dialogue between managers and their team members, not just at evaluation time but throughout the project lifecycle. This helps in addressing issues as they arise and prevents surprises during formal evaluations. Moreover, it builds trust and ensures that feedback is seen as a tool for growth rather than criticism.

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5 Utilize Tools

In today's digital age, a plethora of tools can support the performance evaluation process. From project management software to performance tracking applications, these tools can automate reminders, track progress, and facilitate feedback. By leveraging technology, you can reduce manual errors, save time, and maintain a consistent evaluation cycle. However, ensure that the tools you choose are user-friendly and actually meet the needs of your team.

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6 Continuous Improvement

Finally, embrace a mindset of continuous improvement. Performance evaluations should not be a one-off event but a cyclical process that evolves with your team's needs. After each evaluation cycle, gather feedback on the process itself and look for areas to improve. By treating evaluations as a dynamic component of program management, you'll create a culture of ongoing development that values feedback and strives for excellence.

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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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Godwin Osama, PMP?

I help organizations achieve their strategic objectives through project, program, and portfolio management| Waterfall| Agile | Scrum | Strategy and Innovation management|
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Document Everything …. Without regular evaluations, you may lack a paper trail of your accomplishments. Keep a running log of your projects, achievements, impact stories from colleagues or stakeholders , etc. to ensure you have evidence during annual review time.

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Margreet Magdy ??????? ????

A Neurodivergent Multi-passionate | MENA Entrepreneurial Ecosystem Builder | Startup Mentor | Women's Entrepreneurship Champion | Partnerships Strategist | Value Creation & Optimization Professional
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Don't wait for a formal review. Regularly assess your own performance against your goals and identify areas for improvement. Schedule regular check-ins with your manager to discuss ongoing projects and get their feedback. This ongoing dialogue can help inform your development and provide valuable insights before the formal review. Maintain a record of your accomplishments throughout the year. This could include project milestones met, deadlines achieved, or positive client feedback. This documentation will be invaluable when it comes time for a formal evaluation.

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What do you do if performance evaluations are delayed and ineffective?

1

2

3

4

5

6

7

1 Identify Issues

2 Streamline Process

3 Set Expectations

4 Foster Communication

5 Utilize Tools

6 Continuous Improvement

7 Here’s what else to consider

Program Management

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What do you do if performance evaluations are delayed and ineffective?

1

2

3

4

5

6

7

1 Identify Issues

2 Streamline Process

3 Set Expectations

4 Foster Communication

5 Utilize Tools

6 Continuous Improvement

7 Here’s what else to consider

Program Management

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