Employee evaluations are among the most difficult staff management aspects of any supervisor’s job. Even if you’re a seasoned professional accustomed to conducting regular performance reviews, judging your employees’ performance and communicating your findings to them can be stressful – especially with anxious employees. And if you’re new to the job or the company, being the "newbie" who delivers feedback can pose an extra challenge.
It’s important to recognize employee evaluations for what they are: opportunities to have a dialog about progress and performance in a one-on-one setting. They’re valuable tools that allow supervisors to acknowledge improvements in an employee’s performance, as well as his individual contributions to a company’s success. When necessary, it’s also the time to discuss areas where an employee could improve and offer suggestions to do so. An employee gains insights into his supervisor’s perception of his performance and receives acknowledgement for his achievements. This is his chance to discuss strengths and weaknesses, and to see how his progress fits into his overall professional goals.
The Evaluation Procedure
Though frequency and methods vary from company to company, evaluation procedures generally consist of three steps:
As a supervisor, you possess the key to making evaluations a success: superior communication skills. It’s your responsibility to lead the conversation and ensure its tone is optimistic, objective and open in order to foster a cooperative atmosphere that allows both parties’ points to be expressed effectively.
Some companies provide supervisors with strict guidelines on performance evaluation; others allow managers to implement those techniques they deem most fit.
Whatever the situation, you can streamline your procedure and make it more effective.
A smart supervisor knows how to get the best out of her people at all times. With a strategic approach to employee evaluations, you create a win-win for your company’s objectives and your employees’ careers.
Source: http://spot.pcc.edu/~rjacobs/career/employee_evaluations.htm; http://www.nytimes.com/2013/08/02/business/luc-levesque-of-trip-advisor-on-frequent-evaluations.html?ref=jobs&_r=0; http://www.cbsnews.com/8301-505143_162-47744293/10-ways-to-ruin-an-employee-evaluation/; http://www.dirjournal.com/guides/how-to-evaluate-employees/
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