Evaluating staff is crucial for setting standards and improving the organization. When a performance evaluation is carried out properly, those involved see justice served when a superstar is recognized, and the underperformer corrected.
It’s all about improvement. The value of Performance Evaluations is in helping employees to perform at better levels, excel and be promoted, and to avoid termination.
Our goals for the organization are to increase employee engagement, grow in abilities, increase accuracy, decrease waste, and create a more pleasant workplace environment. To facilitate this, there needs to be a clear understanding of the employees’ responsibilities to see how they contribute to the organization meeting its goals.
Are the expectation clearly communicated to the employee throughout the year? How? Some of these expectations can be found in job descriptions, job training, general orientation, and reorientation.
Have performance and conduct been observed and documented constantly and consistently all year? Even documenting minor instances will help you to discover patterns before they get bigger. This also ensures that the review will be fair – not based on only one event, or the most recent event.
Intervene when needed – counsel and warn appropriately (verbal and written – always documented).
Collect and organize all documentation before writing the review.
Write the review (at least one week prior to the performance evaluation meeting).
Get a Proofreader to verify correctness and objectivity. A second set of eyes will verify that you have been fair.
Let the employee speak! Discuss self- and manager evaluation (document the conversation).
Summarize the performance evaluation. Check for understanding.
Often when the time of year approaches for annual performance review meetings, it is approached with dread, both from the giving and the receiving end. Companies know it is worthwhile to devote time and attention to employee evaluations. Positive results have been shown by improvements in staff motivation as well as some discussions leading to the implementation of needed changes within the company. A win for all.
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