Regardless of what management states, it's hard conducting employee evaluations and writing constructive comments. As a manager, you will have to assess an employee for his performance through the year and it's not an easy job. The majority of companies put in checks and guards that ensure that the employee evaluation is correct and impartial. Nevertheless, it's the responsibility of the immediate supervisor of an employee to examine his performance day to day and note down positive and negative areas of day to day performance.
It becomes the duty of the immediate supervisor to call in the worker for the evaluation. We know that no one actually likes employee evaluations however they are essential. As a result, if you are the manager, you can start by setting a convenient date for evaluation.
1. Begin by clearing your mind. All workers work because they need the money. As a result, there is a very good chance that a recent unsatisfactory performance will have severe hidden reason. It might be a divorce, financial problems, illness etc. Do not consider poor performance as an individual affront on you or the business. Assess 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 worker of this positive approach. No one likes unfavorable comments and the right tone is required to ensure that the staff member does not take your comment as a criticism.
3. Use positive comments while imparting helpful guidance. Never ever batter down the staff member with a barrage of negative points. It can be genuinely demotivating and demeaning.
4. Be extremely 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 like delicate simpler language. State the problem plainly and suggest steps that can be taken to improve it.
5. Share the blame particularly if it is applicable. If you feel that the job was not explained appropriately or the staff member was not helped in time, then you should accept at least a part of the blame for the process.
6. Allow the employee time to talk about his or her needs. There will always be concerns that the employee will have and this can be a good time to discuss them. Nonetheless, do not digress too much. An employee evaluation ought to be focused on the worker only.
Remember that the comments you use now will go down on the person's permanent record. Never write down any type of comments that will damage the worker irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the worker is helped to work better.
It becomes the duty of the immediate supervisor to call in the worker for the evaluation. We know that no one actually likes employee evaluations however they are essential. As a result, if you are the manager, you can start by setting a convenient date for evaluation.
1. Begin by clearing your mind. All workers work because they need the money. As a result, there is a very good chance that a recent unsatisfactory performance will have severe hidden reason. It might be a divorce, financial problems, illness etc. Do not consider poor performance as an individual affront on you or the business. Assess 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 worker of this positive approach. No one likes unfavorable comments and the right tone is required to ensure that the staff member does not take your comment as a criticism.
3. Use positive comments while imparting helpful guidance. Never ever batter down the staff member with a barrage of negative points. It can be genuinely demotivating and demeaning.
4. Be extremely 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 like delicate simpler language. State the problem plainly and suggest steps that can be taken to improve it.
5. Share the blame particularly if it is applicable. If you feel that the job was not explained appropriately or the staff member was not helped in time, then you should accept at least a part of the blame for the process.
6. Allow the employee time to talk about his or her needs. There will always be concerns that the employee will have and this can be a good time to discuss them. Nonetheless, do not digress too much. An employee evaluation ought to be focused on the worker only.
Remember that the comments you use now will go down on the person's permanent record. Never write down any type of comments that will damage the worker 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 posts about 360 survey software for grapevineevaluations.com.
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