Once the employee has been assessed and evaluated on his performance at the workplace, it is time to make him aware of the perspective the organization has of him. This is another area which requires utmost care and thoughtfulness. How the employee is delivered the feedback on the basis of performance evaluation determines his future behavior and efficiency.
When the supervisor is carrying out a meeting with the employee, he should ensure the meeting is first of all personal and confidential. He must also take care to hold the meeting in a neutral setting. If he holds such kind of feedback meetings in his own office, certain feelings may become associated with it. A negative feedback will associate the office with burdensome feelings and the employee may choose to avoid revisiting the supervisor's office.
The supervisor must keep in mind to give a feedback on regular basis apart from the feedback given on certain meetings setup only for this purpose. A regular informal feedback will ensure the employee of his performance and will also not create anxiety and surprise when the major feedback session is carried out.
The main and sole purpose of the performance appraisal is to reward the accomplishments and strengths of the employee and to improve the weakness. If the employee has a good behavior and has successfully accomplished job tasks, he should be praised and given due rewards. Such a feedback associated with materialistic bonuses will motivate the employee and enhance his efficiency.
The process of the feedback must begin constructively and end in the same manner as well. Before the meeting for the feedback is carried out, make sure the self-assessment result of the employees are thoroughly studied. Begin the meeting by praising the strong performances of the employee. If the employee considers some of his strong points as average or weak points, make him realize that they in fact are appreciable. Also, if the employee considers some of his weak points as strong ones, make him realize that they still need improvement in those certain areas. Work your way through to downright weak points and discuss solutions to strengthens them. Make sure that the feedback on the weak points is not full of accusations and blame but is constructive and encouraging.
The supervisor must keep in mind that the evaluation feedback has a very strong impact on the employee. If it is carried out in an ethical and meticulous manner, it will prove to be constructive for both the employee and organization. It will increase the chances of promotions. However, if on the contrary, the feedback carried out is biased and unjust, it will have a destructive impact on the employee and thus the organization. Unhealthy attitudes exist in organizations where unfair evaluation and feedback are carried out. Chances of turnovers are high in such originations with a marked decline productivity rate.
Make certain to deliver the performance evaluation feedbacks in a constructive and respectable manner.
When the supervisor is carrying out a meeting with the employee, he should ensure the meeting is first of all personal and confidential. He must also take care to hold the meeting in a neutral setting. If he holds such kind of feedback meetings in his own office, certain feelings may become associated with it. A negative feedback will associate the office with burdensome feelings and the employee may choose to avoid revisiting the supervisor's office.
The supervisor must keep in mind to give a feedback on regular basis apart from the feedback given on certain meetings setup only for this purpose. A regular informal feedback will ensure the employee of his performance and will also not create anxiety and surprise when the major feedback session is carried out.
The main and sole purpose of the performance appraisal is to reward the accomplishments and strengths of the employee and to improve the weakness. If the employee has a good behavior and has successfully accomplished job tasks, he should be praised and given due rewards. Such a feedback associated with materialistic bonuses will motivate the employee and enhance his efficiency.
The process of the feedback must begin constructively and end in the same manner as well. Before the meeting for the feedback is carried out, make sure the self-assessment result of the employees are thoroughly studied. Begin the meeting by praising the strong performances of the employee. If the employee considers some of his strong points as average or weak points, make him realize that they in fact are appreciable. Also, if the employee considers some of his weak points as strong ones, make him realize that they still need improvement in those certain areas. Work your way through to downright weak points and discuss solutions to strengthens them. Make sure that the feedback on the weak points is not full of accusations and blame but is constructive and encouraging.
The supervisor must keep in mind that the evaluation feedback has a very strong impact on the employee. If it is carried out in an ethical and meticulous manner, it will prove to be constructive for both the employee and organization. It will increase the chances of promotions. However, if on the contrary, the feedback carried out is biased and unjust, it will have a destructive impact on the employee and thus the organization. Unhealthy attitudes exist in organizations where unfair evaluation and feedback are carried out. Chances of turnovers are high in such originations with a marked decline productivity rate.
Make certain to deliver the performance evaluation feedbacks in a constructive and respectable manner.
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