WORKPLACE / AUG. 28, 2013
version 3, draft 3

Evaluating Employees : The Mistakes Made by Managers

Having to evaluate an employee’s performance is a dread for most managers. No-one likes to deliver bad news and the formality of a performance review often makes the deliverance of any news seem more fatal than it really is. Both manager and employee become anxious before a review and this has a somewhat dampening effect on the morale of the office. So be warned – if you do need to conduct a performance appraisal, be sure you do it right!

Even the most diplomatic and objective managers end up making errors when giving performance reviews and this is because it is difficult to take out your personal opinion and be 100% fair and objective.

Here are some of the top mistakes made by managers when trying to evaluate their employees...

Mistake #1: Not giving regular feedback

Never wait for a schedualed performance appraisal to give important feedback to a staff member. The longer you allow negative feedback to build up the harder it will be to talk about later down the line. You may also find that the employee makes the same mistakes over and over as you have not informed them that they did wrong the first time around.

Mistake #2: Taking a one-sided approach

More often than not, managers have favorites, or they will at least view certain employees in a more favourable light, whether that be positive or negative. It is therefore important that you remain objective, unbiased and impartial throughout the review and avoiding giving a 100% positive or 100% negative review.

Mistake #3: Forgetting important points to talk about

It is imperative that you take regular notes on each employees’ performance, achievements and mishaps as this will give you a better perspective when giving an employee review. You should have a set performance review form and use this for each employee to ensure everyone is asked the same (or similar) questions and all areas are covered.

Mistake #4: Not allowing for interaction

A performance review should be interactive, that means a 2 way discussion about how each party feels about certain things brought up in the review. It is one thing for you to give your opinion as a manager of how an employee is performing, but without hearing their side, you will learn very little about them which will ultimately affect how responsive they are to your management style.

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