The Next Next Common Sense These conversations aren't selfish—they're essential for maintaining coherence and sustainability across your role portfolio. Performance Evaluation for Role Multiplicity Traditional performance evaluation systems often struggle to capture the value created through role multiplicity. They typically: 1. Evaluate narrowly defined job responsibilities without consider- ing broader contributions 2. Focus on individual metrics without assessing cross-role synergies 3. Reward visible outcomes without recognizing enabling capabili- ties developed through diverse roles 4. Apply standardized criteria without acknowledging unique role portfolios Organizations that effectively evaluate role multiplicity take a differ- ent approach: Multidimensional Contribution Assessment Rather than evaluating performance against narrow job descriptions, examine contribution across multiple dimensions: • Core role effectiveness : How well does the individual fulfill their primary responsibilities? • Cross-functional contribution : How does their perspective en- hance other functions or teams? • Capability development : What skills or perspectives have they developed through their role portfolio that benefit the organization? • Knowledge transfer : How effectively do they share insights across different organizational contexts?
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