Writing Performance Evaluation
Your
Guide to Writing Performance Evaluation
Performance
evaluations seem to be a burden and a
dragging activity for both managers
and employees. There is a lot of
intimidation, nervousness and, discomfort associated with this process.
Simply,
the awareness of having to be evaluated or to evaluate someone brings a
lot of
pressure. Well, fact is, it has to be done and, it has to be done
right. We believe,
bad past experiences and bad handled performance evaluation processes
are the
heart of all the negative feelings and negative perceptions around it.
Writing
performance evaluations and implementing them is a process that takes a
lot of
preparation and above all a positive attitude.
What
is the goal of writing performance evaluation?
Is it just to
fill-out a form, get a signature and, send it off to Human Resources?
Is it to exercise
control and to show who is in charge? Unfortunately, in most cases of
bad-handled performance evaluations, this is exactly what happens.
Managers put
more care into filling-out the form than creating on opportunity for
them and
the employees to discuss challenges and good practices.
Writing performance evaluation is the outcome,
the end-result of a fruitful discussion with your employee.
Organizations
and managers need to use this tool to
develop and enhance skills of employees in order to improve their
performance,
reduce workload, create training opportunities, improve morale and
benefit the functioning
of the organization.
Here’s
your guide to a successful performance evaluation
process:
-
Create
an environment that is comfortable
and not confrontational
-
Use
performance evaluations as an
opportunity to better explain to your employees their job
responsibilities and
their role in the team and in the organization.
-
Always
remember, that the goal of
performance evaluations is to identify what’s working well and,
strategize on
how to build upon those successes, as well as to identify challenging
areas and
create a plan of action on how to move forward.
-
Work
with your employees strengths
and together with them strategize and plan for the future.
-
When
addressing a performance issue
the best way is to analyze “why” it happened, rather than come to
conclusions
and place the blame on the other side.
-
Focus
to ensure a good process through
discussions and inclusiveness, as opposed to focusing on filling-out
the form.
Performance
evaluations are a great tool to facilitate
good relationships between managers and employees and a great tool to
empower. As
soon as your employees
realize that the process is not about criticism
and blame,
but it is to benefit them, to facilitate professional growth and
improve the quality
of work, there will be a shift in both, your approach and employee’s
approach,
towards the process. Normally, there should not be any surprises during
the
performance evaluation process.
A
performance
evaluation is not simply an isolated event that takes place quarterly
or annually.
It is part of
the performance management
process, during which manager and employee do regular check-ins and
mutually
communicate
achievements or challenges. A good manager does not wait 3
months
to address an issue or to take action to improve a situation.
Quick Tips!!
Commit
to being objective, but not
precise.
Avoid
percentages and numbers when
evaluating performance!
Rating
systems are not a fair assessment
of progress!
Always
update your evaluation
tools!
Related Articles to Writing
Performance Evaluation:
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Team
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Team
Building Skills
Team
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Team
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Employee
Developments Plan
Employee
Development Plans
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