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How Well Do You Evaluate The Performance Of Your Employees?

Many managers shy away from criticism from their staff. It’s certainly not the best part of the job, but it’s a part of it. So let’s start by taking some of the cuteness out of the term “employee criticism” and call it “employee performance evaluation” instead. Does that sound better?

Employee performance evaluation is an important part of your job for several reasons. Employees want you to give them feedback (constructive feedback, of course) because they want to be as productive as possible and deliver what you expect of them. But this requires that you honestly evaluate your performance.

Of course, there are good and bad ways to evaluate employees. You may know intuitively what to say and how to say it because you may have been evaluated many times before and are in your current position. Take a closer look if you are new to the business or want to refresh your memory on the most effective employee evaluation methods.

Behaviour Descriptions

Remember, you evaluate the employee’s behaviour, not the employee. One of the worst things you should not do is criticize their character or qualities. Avoid statements such as “not listening” or “bad attitude”. Instead, focus on describing specific behaviours that cause poor performance, i.e., behaviours that hurt the business.

Don’t Make Comparison

Don’t compare one employee’s behaviour or habits with another is unproductive. No one wants to be told they are not up to par with another employee’s performance. At worst, it’s unprofessional; at best, it’s annoying. Evaluating employee performance based on pre-agreed goals and expectations is far more effective.

Use Hard Facts

Avoid assumptions and focus on facts. When evaluating employees with monitor employee computer activity, avoid judging them based on perceptions that may or may not be factual.

Don’t Confuse the Terms

Employee evaluations should be balanced, but a positive evaluation should not follow a negative evaluation. General positive remarks in virtually the same sentence tend to be ignored in favour of specific negative remarks.

Ask Questions

One of the most effective methods of evaluating an employee is to ask clarifying questions. By asking questions, you can avoid direct criticism and address issues understandably. For example, if an employee always turns in sales reports late: “Is there anything I can do to help you turn in your sales reports on time?” You might also ask, “Is there anything I can do to help you turn in sales reports on time?

You may also like: Take Your Business To The Next Level With Employee Scheduling Software.

Timing Is Everything

Finally, perhaps most importantly, it would help if you never alienated an employee by singling them out and making negative remarks in a public forum like a department meeting. Embarrassing an employee in front of their co-workers only leads to dissatisfaction rather than improved performance. Conduct all employee evaluations behind closed doors and focus on behavioural issues and proposed solutions. Regardless of the type of feedback, your employees will respect you if you keep it to yourself and always behave professionally in public, taking their feelings into account.

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