How To Conduct Employee Performance Evaluation?

By Author: Charles
Total Articles: 137
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Employers who regularly monitor employee performance and conduct consistent performance reviews earn great benefits:
• Employees will know what expect of them. They will obtain feedback, admiration, and criticism of their work, and they will be on poster of any lacks in their performance or conduct.
• Recognize and reward good employees and coach employees who are having trouble.
• The communication essential to make the evaluation procedure effective confirms that stay in tune with the requirements and concerns of workforce.
The evaluation procedure also nips a lot of employment issues in the bud. Performance evaluations can keep out of legal trouble by helping track and document employees' issues. If ever want to fire or discipline an employee, you will have written proof that gave the employee notice of a performance or conduct problematic and a chance to correct it. This will be priceless later on if a fired employee claims that employee was fired for illegal reasons, such as judgement.
Make Standards and Goals:
Before precisely evaluate employee performance, need to establish a ...
... system to measure that performance. For each employee, need to come up with performance standards and goals.
Performance standards: Performance standards define what employer want employees in a specific job to achieve and how want the job done. These standards apply across the board, to each employee who holds the same position.
Goals: Different performance standards, goals should be custom-made to each employee; they will depend on the individual employee's strengths and weaknesses. Employees can help employer to figure out what goals are sensible and suitable.
Keep Track of Employee Performance:
Throughout the year, track the performance of each employee. Keep a log for each employee. Note unforgettable incidents or projects including that employee, whether good or bad. If an employee does an exclusively wonderful job on a project or really fouls something up, reflect giving instant feedback. Let the employee know that employer observed and appreciate the extra effort or concerned about the employee's performance. If employer choose to give this kind of feedback orally, make a written note of the conversation for the employee's personnel file. It is also a good idea to have a policy on employee discipline in organization's employee handbook. An effective HR Management Best Practices Training helps employers to understand the steps, methods for performance management and evaluation of people in the organization.
Performance Evaluation Tips:
Giving evaluations can be hard. Some employees respond to criticism sensitively. And, sometimes, no one appreciates what merits a positive evaluation. If employees feel that employer take it easy on some of them while coming down hard on others, resentment is unavoidable. Avoid these issues by following these rules:
Be precise: When set goals and standards for employees, spell out precisely what they will have to do to accomplish them. when evaluate an employee, give exact examples of what the employee did to achieve or fall short of the goal.
Give deadlines: If employer want to see development, give the employee a timeline to turn things around. If expect something to be complete by a certain date, say so.
Be realistic: If set impractical or impossible goals and standards, employees will have little incentive to do their best if they know they will still fall short. Don't make standards too easy to accomplish, but do take into account the realities of workplace.
Be honest: A communal error in conducting performance review is overemphasizing the positive in order to duck conflict or keep employees happy. But this can lead to main problems for organization. If everybody gets the same positive performance review no matter what they do, employees will have little incentive to do their best. Also, if end up firing an employee for poor performance, but the employee later claims that fired for illegal reasons, they won't have any documentation to back you up.
Be complete: Write evaluation so that an outsider reading it would be able to understand precisely what happened and why. Remember, that evaluation just capacity become evidence in a lawsuit. If it does, the judge and jury to see why you rated the employee as you did.
Evaluate performance, not personality: Focus on how well the employee does the job not on the employee's personal characteristics. For example, don't say the employee is "angry and emotional." Instead, focus on the workplace conduct that is the problem. If employer can say the employee "has been insubordinate to managers twice in the past six months. This behavior is improper and must stop."
Listen to employees: The evaluation procedure will seem fairer to employees if they have a chance to express their concerns, too. Ask employees what they enjoy about their jobs and about working at the organization. Also ask about any problems they might have. Gain valuable information, and employees will feel like real participants in the procedure. In some cases, it might even learn something that could change evaluation.