When it comes to being a successful manager, it is simply impossible to deny that the fundamental responsibility you have in terms of your role within the business is to attempt to get the very best from your workforce.
One of the most effective tools a forward-thinking manager of any team can implement is to show appreciation and gratitude when it is earned. A word of thanks takes no time and costs nothing but can seriously make a difference to an individual employee’s motivation levels.
Here then, for your information and, of course, reading pleasure, is a guide to performance evaluations of employees, specifically for employers.
What Exactly Are Performance Evaluations of Employees?
Performance evaluations of employees, often alternatively referred to in the world of business as a performance review, is essentially an important process used by company managers and department heads to successfully give their employees personal one-to-one feedback on their performance within their specific job role.
Generally, a performance evaluation of an individual employee follows these basic lines:
- Observations of achievements throughout the past working year
- Having set goals and targets in mind to come from the evaluation
- Being direct, honest, open, and authentic with your employee
- Concentrating on the individual rather than making comparisons with other members of the workforce
- Being realistic with the promises and assurances you make to the employee
Regular Performance Employee Evaluations
Not only are regular performance employee evaluations assumed and even expected by employees, but they can also genuinely make the difference between an individual only doing what is expected of them and a member of your workforce who consistently and successfully goes above and beyond expectations.
Standard Format of a Performance Employee Evaluation
Naturally, such an evaluation is essentially a chat between employer and employee and, as a result, can become as formal or informal as you would like.
Having said that, there are also some standard points that you must include within your preparation and actual execution of the performance evaluation, and typically such steps progress like this:
1. Review their job description
Sourcing a copy of the job description for your employee will refresh your mind as to what the key responsibilities are of their role and which areas they have taken on using their own initiative.
2. Highlight any & all areas of improvement
Even the most dedicated and energetic worker who has loyally worked for your company for years on end can usually still improve even a small thing, either to better serve the business or themselves and their own work/life balance.
3. Use the SWOT analysis
The SWOT framework (strength, weakness, opportunity, and threat) compares the employee’s strengths and weaknesses to both their own career progression and to that of others on the same level as they are.
4. Work together to set achievable goals
Such goals should strive to simultaneously benefit your business and the individual’s career prospects.
5. Provide Genuine & Constructive Feedback
Simply going through the proverbial motions during both formal meetings to discuss progress and during more informal chats serves to help no one. Instead, be sure not to flower criticism, but rather present it in a way that is constructive yet not overtly critical and always justify any points you make so your employee is clear as to what you mean.