Why and What For Do We Evaluate Our Team?
- Fathima P. Torres
- Jun 29
- 2 min read
In many organizations, employees evaluation become a routine task: complete a form, give a score, and file it away. But are we truly using this tool as an opportunity for growth and development? Or are we just checking a box because it's on our annual to-do list?
Evaluating your team should never be a mechanical exercise. It should be a strategic opportunity to enhance performance, strengthen talent, and align individual development with organizational goals.
Why do we evaluate?
To identify strengths and areas for improvement in each team member.
To align expectations, responsibilities, and measurable results.
To fairly and timely recognize achievements.
To make informed decisions regarding promotions, training, and succession.
What do we evaluate for?
To open honest conversations about performance.
To guide individualized professional development plans.
To build a culture of accountability and continuous growth.
To avoid assumptions and deliver clear, constructive feedback.
What do we do with the information?
This is where many organizations fall short. They gather data but fail to act on it. Evaluating without follow-up is like diagnosing without treating. After the evaluation, it's essential to:
Create individual or team action plans.
Offer mentoring, coaching, or targeted training.
Schedule quarterly follow-ups to monitor progress.
Celebrate growth - not just highlight gaps.
Applicable to all business sizes
Whether you run a large corporation, a non-profit, a small business, or a startup, the true value of evaluating doesn't lie in the size of the business, but in the intention and use of the evaluation findings (results).
Next time you evaluate your team, ask yourself:
"Am I checking a box, or creating a transformational opportunity?"
Evaluation is not the end goal. It's a tool to connect, listen, redirect, and build the future of your team.
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