Regardless of what management says, it's hard conducting employee evaluations and creating constructive comments. As a supervisor, you will need to review an employee for his performance through the year and it's not an easy job. Most companies put in checks and guards that ensure that the employee evaluation is right and impartial. However, it's the obligation 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 responsibility of the immediate supervisor to call in the staff member for the evaluation. We recognize that no one in fact likes employee evaluations however they are mandatory. As a result, if you are the manager, you can start by setting a convenient date for evaluation.
It becomes the responsibility of the immediate supervisor to call in the staff member for the evaluation. We recognize that no one in fact likes employee evaluations however 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 due to the fact that they need the cash. As a result, there is a good possibility that a recent poor performance will have major hidden reason. It might be a divorce, financial issues, sickness etc. Do not consider poor performance as an individual affront on you or the business. Evaluate the employee for the job he has actually done and all positive and negative points and comments that he or she has.
2. Keep a positive approach to the evaluation. Make sure you assure the employee of this positive approach. No one likes negative comments and the right tone is essential to ensure that the worker does not take your comment as a criticism.
3. Use positive comments while imparting helpful guidance. Never ever batter down the employee with a barrage of adverse points. It can be seriously demotivating and demeaning.
4. Be very clear on the problem and what can be done to improve it. The approach may differ from person to person. Some may like a blunt approach while others prefer delicate simpler language. State the problem plainly and recommend actions that can be taken to improve it.
5. Share the blame especially if it is applicable. If you feel that the job was not described appropriately or the staff member was not helped in time, then you ought to accept a minimum of a part of the blame for the process.
6. Allow the employee time to discuss his or her needs. There will always be issues that the employee will have and this can be a good time to talk about them. However, do not digress too much. An employee evaluation should be focused on the employee only.
Remember that the comments you use now will go down on the person's permanent record. Never ever write down any type of comments that will damage the staff member irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the worker is helped to
2. Keep a positive approach to the evaluation. Make sure you assure the employee of this positive approach. No one likes negative comments and the right tone is essential to ensure that the worker does not take your comment as a criticism.
3. Use positive comments while imparting helpful guidance. Never ever batter down the employee with a barrage of adverse points. It can be seriously demotivating and demeaning.
4. Be very clear on the problem and what can be done to improve it. The approach may differ from person to person. Some may like a blunt approach while others prefer delicate simpler language. State the problem plainly and recommend actions that can be taken to improve it.
5. Share the blame especially if it is applicable. If you feel that the job was not described appropriately or the staff member was not helped in time, then you ought to accept a minimum of a part of the blame for the process.
6. Allow the employee time to discuss his or her needs. There will always be issues that the employee will have and this can be a good time to talk about them. However, do not digress too much. An employee evaluation should be focused on the employee only.
Remember that the comments you use now will go down on the person's permanent record. Never ever write down any type of comments that will damage the staff member irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the worker is helped to
4. Be very clear on the problem and what can be done to improve it. The approach may differ from person to person. Some may like a blunt approach while others prefer delicate simpler language. State the problem plainly and recommend actions that can be taken to improve it.
5. Share the blame especially if it is applicable. If you feel that the job was not described appropriately or the staff member was not helped in time, then you ought to accept a minimum of a part of the blame for the process.
6. Allow the employee time to discuss his or her needs. There will always be issues that the employee will have and this can be a good time to talk about them. However, do not digress too much. An employee evaluation should be focused on the employee only.
Remember that the comments you use now will go down on the person's permanent record. Never ever write down any type of comments that will damage the staff member irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the worker is helped to work better.
About the Author:
5. Share the blame especially if it is applicable. If you feel that the job was not described appropriately or the staff member was not helped in time, then you ought to accept a minimum of a part of the blame for the process.
6. Allow the employee time to discuss his or her needs. There will always be issues that the employee will have and this can be a good time to talk about them. However, do not digress too much. An employee evaluation should be focused on the employee only.
Remember that the comments you use now will go down on the person's permanent record. Never ever write down any type of comments that will damage the staff member irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the worker is helped to work better.
About the Author:
Carmen Meyyer covers stories about personal development and she has most recently written blog posts about 360 survey software for grapevineevaluations.com.