Writing powerful performance reviews for employee evaluation can be difficult for the manager and the employee, if preparation isn't done and some real thought put into the process. Here are 5 easy steps that can be done to improve the process and make the meeting a meaningful one for both parties involved.
1. Be sure that you have communicated prior to the review the job's expectations. The employee cannot be held or ranked on performance of a skill or requirement of a job that they didn't know. In the best case this would have been documented by their job description when they took the job. If this wasn't done, do it before hand and expect that you might here, "I didn't know that". Set the expectations first to be measured during the review PRIOR to the review.
2. Be sure that you remove personal and emotions from the review process. If you don't like the person, but they do a good job, the review should be solely based on their performance, and not your personal feelings toward the "person" in the job.
3. Listen to what the employee has to say about any poor performance issues. It is possible that the employee's bad performance is due to inadequate management or some other issue that you the manager control and can fix. The employee will be happier and more productive and in return so will you. If it is a new tool or something that make them more productive -- be open to listening to their point of you. Some great ideas come out of these such conversations.
4. Do not just think of the Performance Review Process as something that has to be done once a year. Evaluating an employee should be done frequently and feedback should be given often. This should be taken seriously and not just a formal process that is required by your company. Too many people in management positions believe this, but the employees don't feel this way. For some employees this is their only opportunity to have a real conversation with their manager and learn more about each others expectations. TAKE IT SERIOUSLY.
5. For the "bad employee", you should set a plan in motion to improve the employee's performance that is measurable and something that is checked in on frequently. If you have an employee that is a problem, set a course to get them back on track and document it. Let them know the consequences of what will happen if they do not do the items you have documented. Take action appropriately when tasks are missed or expectations are not met. Not once a year, but frequently. Most employees want to be a good employee, and if they don't, you certainly do not want them on your team.
Writing the employee evaluation is the formality of the review process. To make it a "powerful one" learn as much about the employee and their strengths and weakness before doing the evaluation and use this opportunity to grow as a manager to show that you are doing your part to make them the best they can be as well, rather than treating this as a "formality". You will be amazed at the difference.
1. Be sure that you have communicated prior to the review the job's expectations. The employee cannot be held or ranked on performance of a skill or requirement of a job that they didn't know. In the best case this would have been documented by their job description when they took the job. If this wasn't done, do it before hand and expect that you might here, "I didn't know that". Set the expectations first to be measured during the review PRIOR to the review.
2. Be sure that you remove personal and emotions from the review process. If you don't like the person, but they do a good job, the review should be solely based on their performance, and not your personal feelings toward the "person" in the job.
3. Listen to what the employee has to say about any poor performance issues. It is possible that the employee's bad performance is due to inadequate management or some other issue that you the manager control and can fix. The employee will be happier and more productive and in return so will you. If it is a new tool or something that make them more productive -- be open to listening to their point of you. Some great ideas come out of these such conversations.
4. Do not just think of the Performance Review Process as something that has to be done once a year. Evaluating an employee should be done frequently and feedback should be given often. This should be taken seriously and not just a formal process that is required by your company. Too many people in management positions believe this, but the employees don't feel this way. For some employees this is their only opportunity to have a real conversation with their manager and learn more about each others expectations. TAKE IT SERIOUSLY.
5. For the "bad employee", you should set a plan in motion to improve the employee's performance that is measurable and something that is checked in on frequently. If you have an employee that is a problem, set a course to get them back on track and document it. Let them know the consequences of what will happen if they do not do the items you have documented. Take action appropriately when tasks are missed or expectations are not met. Not once a year, but frequently. Most employees want to be a good employee, and if they don't, you certainly do not want them on your team.
Writing the employee evaluation is the formality of the review process. To make it a "powerful one" learn as much about the employee and their strengths and weakness before doing the evaluation and use this opportunity to grow as a manager to show that you are doing your part to make them the best they can be as well, rather than treating this as a "formality". You will be amazed at the difference.
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