Evaluations vs Observations: Why the Difference Matters in Our Work

Support Team
May 4
3 min read

At last week's staff hui, Sarita helped us to explore a deceptively simple but deeply important distinction: evaluations versus observations. While these two ways of seeing the world are closely connected, confusing them can have real consequences especially in work that involves people and relationships.

Seeing a Story: How Quickly We Evaluate

We began with a group exercise. Each group was given a set of emotive images and asked to do two things:

Name the story they thought might be happening in the images
Briefly explain how they came to that conclusion.

Within minutes, rich narratives emerged. People confidently described motivations, emotions, intentions, and backstories. This exercise highlighted how naturally and quickly we move into evaluation - creating meaning and stories based on what we think we see.

Stripping It Back: Practising Pure Observation

Next, we returned to our groups with the same images, but this time with a very different task:

Name only pure observations.
Ask: What do we absolutely know? What is indisputable? What are just the facts?

This took much more effort. Without interpretation or judgement, participants had to slow down and carefully separate what was seen from what was assumed.

Why We Need Both Skills

Both evaluation and observation are essential skills.

There are moments when pure observation is vital. For example:

A police officer taking details at a car accident needs facts, not opinions.
Writing a professional report requires accuracy and clarity, without emotive or biased language.

There are also moments when evaluation is necessary.

A toddler walking toward a hot oven will likely trigger an immediate response. Even though the child might simply be heading toward a ladybug on the floor, we are biologically hardwired to evaluate our environment to keep ourselves and others safe.

The key is knowing which skill is needed, and when.

When Evaluation Creeps In Unnoticed

In our work, particularly in report writing, the intention is often to impart facts. However, evaluations can easily sneak in.

One example discussed was reports from Oranga Tamariki about a māmā entering a parenting centre. These reports were heavily coloured by the social worker’s “story” about her, filled with indirect and sometimes direct evaluative language. Yet, when staff met the māmā in person, she presented very differently from how she had been portrayed.

This highlights how easily our own biases, assumptions, and worldviews can shape what we write or omit often without us realising.

Upholding Mana and Integrity

Accurate observation and careful communication are not just technical skills. They are ethical ones.

Being skilled in separating facts from stories is critical if we are to:

Represent people fairly and without bias
Uphold the mana of those we work with
Maintain the integrity of our role

All of these require us to take a strength-based approach, grounded in observable reality rather than personal interpretation.

Moving Fluidly Between the Two

There are times in reports where evaluation is appropriate, particularly when making recommendations or professional judgements. However, these evaluations must always be clearly supported by observed facts.

The challenge arises when we:

Get stuck in evaluation and mistake opinions for facts, or
Get stuck in observation and avoid making necessary judgement calls—especially when safety or wellbeing is at stake.

In both cases, people can be disadvantaged.

The Takeaway

The goal is not to choose between observation and evaluation, but to move fluidly and skilfully between them. Knowing when to slow down, notice the facts, and check our lens, and knowing when to step forward with informed judgement is a critical capability in this work.

When we cultivate both skills intentionally, we serve people, relationships, and outcomes far more effectively.