No matter what management says, it's challenging carrying out employee evaluations and writing useful comments. As a manager, you will have to evaluate an employee for his performance through the year and it's not an easy job. The majority of companies put in checks and guards that ensure that the employee evaluation is correct and unbiased. Nonetheless, it's the responsibility of the immediate supervisor of an employee to check his performance day to day and note down positive and negative parts of day to day performance.
It becomes the duty of the immediate supervisor to call in the worker for the assessment. We understand that no one really likes employee evaluations but they are mandatory. As a result, if you are the manager, you can start by setting a convenient date for evaluation.
1. Start by clearing your mind. All workers work since they need the money. As a result, there is a good possibility that a recent unsatisfactory performance will have severe hidden explanation. It might be a divorce, financial problems, illness etc. Do not consider unsatisfactory performance as a personal affront on you or the business. Assess the employee for the job he has done and all positive and negative points and comments that he or she has.
2. Maintain a positive approach to the assessment. Make sure you assure the worker of this positive approach. No one likes unfavorable comments and the right tone is needed to ensure that the staff member does not take your comment as a criticism.
3. Use positive comments while imparting beneficial advice. Never batter down the worker with a barrage of adverse points. It can be seriously demotivating and demeaning.
4. Be very clear on the issue and what can be done to improve it. The approach may vary from person to person. Some may like a blunt approach while others favor delicate simpler language. State the issue clearly and suggest steps that can be taken to improve it.
5. Share the blame specifically if it is applicable. If you feel that the job was not explained properly or the employee was not helped in time, then you ought to accept at least a part of the blame for the process.
6. Allow the staff member time to discuss his or her needs. There will always be concerns that the employee will have and this can be a good time to discuss them. Nonetheless, do not digress too much. An employee evaluation ought to be focused on the employee only.
Keep in mind that the comments you use now will go down on the person's permanent record. Never ever write down any sort of comments that will harm the worker irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the employee is helped to work better.
It becomes the duty of the immediate supervisor to call in the worker for the assessment. We understand that no one really likes employee evaluations but they are mandatory. As a result, if you are the manager, you can start by setting a convenient date for evaluation.
1. Start by clearing your mind. All workers work since they need the money. As a result, there is a good possibility that a recent unsatisfactory performance will have severe hidden explanation. It might be a divorce, financial problems, illness etc. Do not consider unsatisfactory performance as a personal affront on you or the business. Assess the employee for the job he has done and all positive and negative points and comments that he or she has.
2. Maintain a positive approach to the assessment. Make sure you assure the worker of this positive approach. No one likes unfavorable comments and the right tone is needed to ensure that the staff member does not take your comment as a criticism.
3. Use positive comments while imparting beneficial advice. Never batter down the worker with a barrage of adverse points. It can be seriously demotivating and demeaning.
4. Be very clear on the issue and what can be done to improve it. The approach may vary from person to person. Some may like a blunt approach while others favor delicate simpler language. State the issue clearly and suggest steps that can be taken to improve it.
5. Share the blame specifically if it is applicable. If you feel that the job was not explained properly or the employee was not helped in time, then you ought to accept at least a part of the blame for the process.
6. Allow the staff member time to discuss his or her needs. There will always be concerns that the employee will have and this can be a good time to discuss them. Nonetheless, do not digress too much. An employee evaluation ought to be focused on the employee only.
Keep in mind that the comments you use now will go down on the person's permanent record. Never ever write down any sort of comments that will harm the worker irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the employee is helped to work better.
About the Author:
Carmen Meyyer covers stories about personal development and she has most recently written articles on 360 survey software for grapevineevaluations.com.
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