Performance Evaluation : Tips to remember

To help create a successful outcome of performance appraisals, here are few valuable tips to think about when performing employee evaluations:

  1. Evaluations – A written record. Documentation of the employee’s performance lets the employee officially know where they stand in the company and what you think about their performance. The goal is to make them feel as if they have had special attention, whether it is praising or encouraging.  This same mindset should always be used for everyone you evaluate.  It is their scorecard to see how well they did and if tasks were achieved or completed on time.  It can also be thought of as a report card.  The evaluation process makes sure that you are utilizing the talent in your organization that not only benefits the employee, but you and the company as well.
  2. Evaluation – A set of core job objectives and corporate values. The core objectives would basically refer to the overall job performance expectations.  The corporate values refers to open communication such as working with others to produce the best result, a caring culture treating others with mutual respect, or unmatched service & support taking personal responsibility for customer satisfaction.
  3. Appraisals = job performance. When employees know they are working hard and doing a great job, they want it in writing.  Employees should be well aware of what is expected of them as long as the lessons learned in this course are put in place. This will also make it much easier to create the appraisals since all of the goals, objectives, tasks, responsibilities, and corporate values have already been well communicated to the team.
  4. Hopefully because you have managed the department so well, you will have mostly “meets” or “exceeds” expectations.  However, this does not mean they all “walk on water.”  If you give a score of “exceeds expectations” or a “5 out of 5”, they truly need to be considered your star performers.  A common mistake is rating people too high, know matter how they performed, which does not give a clear way for improvement.  It does not mean you should be necessarily be giving more negative reviews, just keep it balanced.  If they truly are a star performer, give them top marks.
  5. Be sure your supervisors also follow these guidelines. If they are performing the reviews with their direct staff, then they need to have the same mindset as you have.  In most cases, depending on the size of the company, you would review your supervisors and you supervisors would review their direct reports.
  6. If there are complications with a particular employee performance review… You need to make sure you have all documentation and data to back up your evaluation.  If they are confrontational, and indeed not happy with the appraisal or the amount of the raise given, make sure you stay open and understanding.  Prepare to discuss and stay professional at all times.  Do not be confrontational or take a hard line approach. Have the confidence that you have truly previously communicated your vision, goals, objectives, and values to the individuals and team, and have coached all you could have up to this point.  Stand by the fact that your appraisal will be fair and accurate.
  7. In case of an employee who is performing below expectations… You need to find ways to coach and provide training for improvement.  This could be because they are still fairly new, were previously a good employee who is losing their way, or recently promoted and still growing.  You might want to give a 30 or 60-day action plan to improve along with a follow up meeting to discuss.  Sometimes one just feel that it is time to terminate the employee.  You should deal with this as soon as possible.
  8. Completion of performance appraisals on time. You should even strive to be ahead of schedule if possible. This is another time to really thank the good workers, and try to get the bad workers to become inspired within themselves.  The last thing you want to do, is do an “11th hour” rush or miss the deadline.  Whenever money is involved, you need to do all you can as quickly and efficiently as possible.  The good news is if you are consistent and have communicated your vision and goals, you should be able to complete these in a timely fashion.

  • Dr. H.K.LakshmanRao

    Performance appraisal is among the most vital and critical areas of HRM in any organizations.A study undertaken by me in Corporate Organizations revel that executives and staff feel that he appraisal system lacks objectivity and quantifications, high degree of bias, in adequate data base, favoritism.There is no transparency and opportunity for discussions. For a soft copy of heighlits ask Dr. Rao:
    Dr. H.K.LakshmanRao
    Managment & Hr. Consultant, Chennai