Effective Performance Evaluation Tools
Conducting an effective performance evaluation in the workplace is key in ensuring the success of employees. The purpose of an evaluation is to provide feedback to workers on job performance, ensure staff are meeting company expectations and for employers to express an interest in the development of their employees.
There are many effective ways to conduct a performance review, and the most efficient tool a manager can use is communication.
Providing Feedback
According to BLR, a leading company specializing in employment information compliance, the primary objective in giving an employee a performance evaluation is to provide an open forum in which management and staff can share job-related feedback. The questioning manager should allow time for the worker to state any positive or negative points pertaining to his work.
Equally, the evaluation conductor should also give frank criticism and compliments, citing examples of the employee’s work and conduct. By exchanging feedback, the manager is assuring lines of communication remain open and not only is the business reviewing the employee, but that workers are able to review the company, as well.
Objectivity
BLR also states it is imperative that a manager conducts evaluations in an objective light. A manager is to ignore any contributing factors that are not related to job performance, including physical appearance, race, sex or religion.
Instead, a manager should utilize job-related details to highlight work performance and examine the areas in which the employee excels, as well as areas that require improvement. This objectivity must apply to all standards set forth by the company.
Action Plans
The American Library Association-Allied Professional Association maintains that during a performance evaluation, an action plan should be set forth. These actions typically include a promotion, raise, improvement, new responsibilities or disciplinary action.
Following through on a plan discussed during the review is important to both manager and employee, especially when the action plan is the direct result of positive work performance, such as a raise. If a manager offers a reward, the sooner it is issued to the employer, the more motivation workers will have to continue working hard in their positions.
Equally, if a worker is told to work on certain areas, improvement should begin immediately. Waiting to be told a second time can cause discipline issues and job performance woes in the future.
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