More on Evaluating Family Members
Formal, routine process for all helps improve performance - if you're a family member or not
Compiled by staff
Published: Apr 1, 2008
In a poll of a 900-member Canadian No Till Conference audience a few years ago, less than a handful of participants raised their hands when asked how many farm managers have any evaluation process in place in their operation. About half of the audience thought it would be a good idea. When I asked, "How many of you would be scared to death to implement this practice?" over 100 hands shot up.
I've often pondered, "Why does this response occur so typically throughout family farm businesses?"
One farmer asked, "Why should I do this? Everything is going smooth, now, and this might just create problems by asking unnecessary questions."
This manager may be right if:
- The operation has a competent team with open and professional communication
- Feedback is an ongoing process where everyone knows when they are doing well and when adjustments are needed in performance
The problem arises when some of these conditions don't exist, and there is no formalized process to deal with adverse performance. Managers hesitate to take action because they know it will single out an individual. When there is a formal process that is done for all on some routine schedule, (i.e. annually), the employee expects to be evaluated like everyone else, and the manager knows the evaluation process is an expected part of the management regime. The fear of instigating this process is usually worse than the reality. The first time through the cycle is the hardest, but often provides some of the most valuable interaction.
By the second evaluation cycle, the process moves into a refining stage. There should be few "new agenda" issues, and, if the process succeeds, clear progress should be visible in addressing concerning and accomplishing goals. A personnel expert once stated every manager has three options when dealing with adverse performance:
Retain, re-direct, or replace.
Every manager and employee should approach the evaluation process with these three thoughts in mind.
- Dick Wittman is a Farm Futures contributing editor, farmer and farm management consultant from Cul de Sac, Idaho. For his book, "Building Effective Farm Management Systems," see www.wittmanconsulting.com
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