??BALANCING EMOTIONAL INTELLIGENCE (EI) OF EVALUATORS & SELF-ASSURANCE OF EMPLOYEES: A Holistic Approach to Measuring Performance. ??

Building Competence and Steady Growth

?Throughout my 33-year career at Punjab National Bank (PNB), I steadfastly prioritized steady growth and competency building over mere appraisal scores and rapid career advancement. This deliberate approach allowed me to fully engage with and enjoy each assignment, regardless of its location or nature.

My unwavering focus was on continuously enhancing my skills and staying abreast of the latest developments. I diligently kept myself updated with the latest circulars from PNB, notifications from the Reserve Bank of India (RBI), and contemporary articles on Human Resource Management. This commitment to learning and development ensured that I remained competent and adaptable in an ever-evolving industry.

By prioritizing personal and professional growth over conventional measures of success, I cultivated a fulfilling and impactful career. This approach not only enriched my professional journey but also positioned me to contribute meaningfully to the organization. It reinforced the value of a strategic focus on competency building and steady progress, underscoring the importance of lifelong learning and continuous improvement in achieving sustained success.

Measure of Performance

When it comes to my performance, I've consistently received satisfactory appraisals. Rather than aiming for “Excellent” or “Outstanding” ratings, my focus was on maintaining inspiration, enthusiasm, integrity, and sincerity in my work. My commitment and devotion to my role were demonstrated through a holistic approach, adhering to established guidelines and procedures.

This approach, while perhaps not always yielding the highest ratings, ensured that I consistently met and exceeded the core expectations of my role. It allowed me to maintain a sense of fulfillment and self-appraisal satisfaction throughout my career.

Emotional Intelligence of Evaluators

Upon analyzing my appraisals over the years, a notable trend emerged: when my performance was evaluated by individuals with a high degree of emotional intelligence (EI), the appraisal scores were consistently higher and more favorable. Conversely, appraisals conducted by those with lower emotional intelligence tended to yield less favorable scores.

This observation aligns with the aforementioned insights, highlighting the significant role that emotional intelligence plays in performance evaluations. Evaluators with high EI are better equipped to understand and appreciate the contributions of employees, fostering a more supportive and empathetic assessment process. They are likely to recognize the intrinsic qualities of perseverance, consistency, and hard work, appreciating the integrity and dedication that underpin these attributes.

On the other hand, evaluators with lower EI may focus more on rigid metrics and less on the human elements that drive performance. This disparity underscores the importance of emotional intelligence in leadership and management roles. By prioritizing EI in evaluative processes, organizations can ensure a more holistic and fair appraisal system that acknowledges the diverse ways employees contribute to success.

Self-assurance of Employees

Appraisal ratings often do not fully capture an employee's performance, as they frequently reflect the competence and emotional intelligence of the appraiser more than the actual achievements and qualities of the individual being reviewed. An evaluator with high emotional intelligence can appreciate the employee's dedication, consistency, and hard work, leading to more favorable and insightful assessments.

However, it's important to recognize that what truly matters for employees, especially officers, is their own belief in their competence, sincerity, and dedication to the organization. This internal conviction drives their continuous effort and commitment, ultimately contributing to personal and organizational success.

While external validation through appraisals can be affirming, the cornerstone of professional fulfillment lies in the individual's unwavering belief in their own capabilities and integrity. This self-assurance ensures that they maintain high standards, overcome adversities, and achieve their goals, regardless of how their performance might be externally evaluated.

CONCLUSION

In conclusion, it's essential for management to value the dedication and consistency of employees, recognizing the diverse ways they contribute to organizational success. By cultivating emotional intelligence among leaders and evaluators, organizations can ensure performance reviews are both fair and comprehensive. This helps foster a fair, inclusive, and motivating work environment that drives better outcomes for everyone.

On the other side, employees' belief in their own competence and dedication, along with focusing on internal metrics of success, is crucial. This self-assurance leads to continuous improvement and personal growth, creating a motivated, resilient, and content workforce.

Together, this balanced approach not only enhances individual satisfaction but also propels the organization towards greater heights. Ensuring that both management and employees are aligned in their goals and methods creates a harmonious and productive workplace, ultimately benefiting all stakeholders involved. ?

@MohdAzmatullahMobeen

(??? These insights stem from the author’s personal experience and understanding, and do not necessarily represent the views of any organizations, including PNB New Delhi, the author’s former employer???)