Are you stymied on “how to” evaluate an employee’s performance? Most managers know if they are generally happy (or not) with an employee’s progress. But many managers miss a great opportunity to implement a powerful process that could assess, correct, and inspire their employees–the performance review. Don’t despair if you fall into this category. All you need is a few specific criteria to jump start your performance reviews to achieve greater productivity and happier employees. After all, performance reviews have one primary goal–to improve performance–so let’s get started on yours.
I recently met a business owner as a follow-up to the sales training I provided for his company. He happily told me one of his managers was about to meet and exceed her goal. His instinct was to immediately raise the bar since she met this one. Not a bad desired outcome, but I suggested using a performance review to help her get to the new desired destination. Why? Raising the bar without an evaluation could leave the manager feeling unappreciated like: “You did well last month, but what are you going to do for me this month?” The solution? A thoughtfully planned performance review.
It’s important not to use the evaluation procedure merely to convey appreciation for a job well done, or to reprimand an employee for poor performance. If so, you’re not taking full advantage of this opportunity. Rather, use the evaluation to offer specific advice, counseling, and guidance to lead the employee toward greater improved performance. A one on one session (in the spirit of coaching and leading) will do wonders for your production and morale. Additionally you’ll help you employee to:
- Focus attention on the achievement of assigned duties.
- Correlate your findings to present and future needs of the organization.
- Set a goal for continual improvement.
- Involve them in the planning process.
But how do you start? Measure your employee with the following factors:
QUALITY: Ability to produce reliable work that is error free, accurate, thorough and customer-focused. Rate the employee in this way:
