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.

©2007, 2017 Max Impact, Rochester Hills, Michigan, USA