HUMAN RESOURCES / DEC. 28, 2014
version 2, draft 2

How to Evaluate Employee Performance in 5 Easy Steps

Each of your employees has various attributes that contribute differently to your workplace. While evaluations are supposed to be a true depiction of an employee’s habits, at times, honest feedback can lead to confrontations especially with individuals who may take your comments too personally.

When carrying out a performance evaluation, you want to be able to gauge employees equally, but also competitively so that they earn points fairly.You can simplify this daunting task by consolidating the following points as you compile information about each of your employees.

Use Performance Logs

Constantly interacting with your employees enables you to know their working habits and individual traits. However, memory tends to be unreliable, and you might not be able to correctly or immediately match an individual to their attribute. Every now and then, you should document each of your employee’s performance on the various tasks you assign them. A performance log is useful for reference when you are writing a final evaluation.

Focus on Achieving Results and Improving Behavior

Do not show favoritism by praising an employee excessively or that you are too harsh by criticizing severely. Instead, use clear, nonjudgmental language that puts your message across. If an employee has negative traits, encourage them to improve through helpful suggestions. Where an employee is performing well; tell them to continue working optimally.

Avoid Micromanaging

Although, it is your responsibility to supervise your employees, you should engage with them in order to achieve high performance at the workplace. Rather than dropping them project goals, in the evaluation, involve them in setting these goals. Do not deflate them by setting goals that are too difficult to achieve. Similarly, do not simply tell your employees what to do, show them that you entrust them to do their work correctly. You’ll be able to gain their respect and they, in turn, will take into consideration your opinion of them in your evaluation.

Focus on Quality not Quantity

Just because one employee has a lot of output does not mean that their work is the best or that they deserve a good evaluation. Take the time to assess the standard of work produced by each employee; this lets you know their level of input and commitment. Ask yourself if the work produced meets the objectives of your organization and is completed within the required time.

Incorporate Employee Self-Review

It is important to know how employees gauge themselves. You can shift responsibility subtly by allowing your employees to perform a self-review. More often than not, employees tend to be more self-critical. Conducting the evaluation exercise in this manner allows your employees to reflect on their role in the organization, their performance and makes it easier for you to gauge their expectations, ambitions, and perspective.

In an evaluation, you most importantly want to know how well-rounded your employees are and how best they fit in the organization. At the end of a review, you should be open to queries from concerned employees, and you could take this as a step towards helping them realize their own vision, as well as that of your organization.

 

 

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