Effective performance evaluations take diligent prep work. Of course, many managers prefer to avoid them because of how stressful and emotional they sometimes are. Nevertheless, these annual assessments are a necessity. With these four steps, these evaluations become less painful and more effective:
- Establish objectives that are clear and measurable. Allow your employee to participate in creating these objectives. The more specific these objectives are in the beginning, the less room there is for confusion and dispute later on.
- Thoroughly document every part of the entire process, especially the results. This is important because lots of business events occur within the course of a year and you’ll need a reliable document of both the good and the bad, successes and failures. All this information is valuable in the end.
- Do everyone a favor by conducting a mid-year evaluation. This makes things easier in the end. Don’t overdo it by hosting them more often, though.
- Host frequent meetings during which you offer both praise and constructive criticism. Since you don’t want to waste valuable time, it’s good to have half-hour meetings with new employees and veteran employees who have issues each week but only meet every two weeks with people who are performing well. It’s perfectly fine to end a meeting after just a few short minutes if there’s honestly nothing to say.
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