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Monday, 10 February 2020 16:11

Revisiting How You Conduct Employee Performance Evaluations

The way in which businesses evaluate an employee’s performance seems to be evolving, as many business leaders recognize that the current ways of evaluating performance often don’t have the desired outcome.

The reasons for this? Sometimes the performance reviews occur too late in the year to alter the employee’s real-time productivity. Beyond this, it can also contribute to an atmosphere that employees are being “graded,” among other negative outcomes.   

With this in mind, it is clear that companies are right to consider if the way in which they handle their current employee evaluations are effective and reaching the desired outcomes. Here are a few thoughts to keep in mind if you are reconsidering how you handle employee evaluations.  IMG 9891

Make sure employees understand your expectations. In some cases, employees aren’t clear about their manager’s expectations. To reduce confusion, expectations should be clearly stated well ahead of the planned evaluation. An added benefit is that this clarity also enhances communications between managers and employees.

Keep the focus on performance. It can be easy to slip from a discussion on performance to any number of topics. The key is to avoid making performance evaluations personal. Remember that you are evaluating their work performance, not their attitude or personality.

Conduct evaluations face-to-face. Experts generally agree that nothing is more effective than a face-to-face evaluation. You may even find the discussion more fruitful if it’s conducted away from the workplace—a coffee shop, say, or some other informal setting. Relaxed interaction with the employee being evaluated allows for more productive give-and-take—and the possibility of genuine insights into work habits and productivity.

Think over how you provide feedback. It is no secret, no one gets better at their job by being endlessly criticized, and “brutal” honesty is unlikely to help turn around inferior performance. An evaluation obviously must include an examination of negative work habits, but overemphasizing where the employee falls short can lead to resentment and little motivation to improve in the future.

Consider transitioning from annual evaluations to ongoing coaching sessions. Many businesses recently are rejecting the once-a-year evaluation model as too inadequate for optimal employee performance. Some organizations have moved to more frequent assessments, even quarterly reviews.

It’s also a useful way to stay on top of any ongoing performance issues. When these issues are identified in real-time, they stand a much better chance of being addressed and resolved rather than waiting around for an end-of-year conversation.

In any business, employees are often every organization’s most valuable asset. How they perform can be a direct result of a variety of influences—everything from how well the company itself is performing and the state of its corporate culture to each employee’s individual circumstances. That’s why a generic, one-size-fits-all approach to performance evaluations are outdated in today’s workplace environment.

Want to reduce the turnover rate and become an “employer of choice?” It may be time to re-evaluate the way you evaluate your employees.

American Lumber
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Last modified on Thursday, 09 April 2020 17:36