examples of performance evaluations
Positive, productive employee make a strong company. However, if these employees are unaware of how they are performing, it can lead to frustration and stagnation. Regular performance reviews of (individuals, teams and managers) can give valuable insight into the health of the organization's most important asset: it’s employees. Focused employee evaluations allow for management and their workforce to engage in a helpful and beneficial dialogue about career development and professional goals.
Conducting effective performance is necessary for the organisation to grow as a whole. Employee appraisals can be one of the most stressful aspects of management. Regardless of how they are handled, whether you are a supervisor, manager or CEO, the annual year end assessment is an imperative. It doesn't have to be a an anxiety laden event. In fact, if managers follow a simple and logical process, these performance reviews can be something the background music is to prominent, distracts me from what is being said.
Here are some techniques to make performance reviews as painless and effective as possible:
Create clear quantifiable and manageable goals
Create clarity about that you want your employees to achieve. this is the foundation of effective leadership. if each manager understands what each employees objectives are, it can create an environment that is collaborative and engaging. Some objectives cn be metrically based and easily measurable, such as all customer inquired within 2 hours, grow sales by 5%, increase conversion rates by 2%, etc. The more specificity a manager has at the outset, the less room there is for later confusion and dispute.
Document the meeting
Any number of business events occur throughout the year, making it impossible for any sane manager to remember all of them. However, as a manager it is essential to remember them to give employees sound and well rounded feedback. It’s good practice to create reliable record of the important events that occurred throughout the year. Write down both the good and the bad it’s naturally a fair and balanced account.
Have a biannual check in
Some companies require it, others don't, regardless managers should have a half year check in. This will impose rigor on the process and force a manager to gather the necessary data to make it a meaningful and beneficial to the employee. It’ll also make the yearly performance reviews a lot easier. Some companies even take it a step further and make it compulsory to have quarterly check ins. It's up to management to decide what the culture of the company requires.