An effective employee evaluation

When it's time to evaluate the performance of an employee don’t every one including the managers feel like it’s a pain? It is a hard time for the both parties since they just can’t skip the process, so they tend to get over with it as soon as they can.

Do you ever ask yourself is it supposed to be this hard? Why it is a painful to review what has done yourself throughout the year.

When an organization recruits an employee most of the time it’s based on the CV or recommendation given by someone or the positive impression they are giving in the interview within several minutes. The organization taking a risk & recruit but till the evaluation process done they will not have a clear idea if they have recruited correct person for the job.  It is important to know for the organization management whether every employee align with the shared goal & the each one of them looking at the same direction towards the big picture. So that is why employee evaluation taking place in every organization & it's much important.

From the employee point of view its important to know that they are in correct path or they should adjust it, where the feed back is needed from management & if an employee perform well in his job role he or she doesn’t wanted to treat same as the one who does not perform at the end of the year. The solution for these problems is given through the employee evaluation process.

So, in this blog we are going to go through some tips which will make the process less painful & much lighter for the employee as well as management.

01.  Set goals earlier & communicate the same to the employee.

So, at the end of the year rather than mangers review the performance of an employee & say “you haven’t achieved what we have expected from you” it is better the management communicate that what they are expecting from the employee starting of the year. The employee will be plan ahead & will divide the given target with the time frame to him or her & will drive through the self-motivation. So when the evaluation process taking place both parties know what are the expectations & were they achieved by the employee.

02.   Discussion should not happen annually.

Since the employee evaluation is an annual event it may be difficult to keep tracks of the performance for the employee & the management since the one year is a long time period & its not fair to employee to be evaluate upon recent events happened &  put out the hard work done by him for even consideration by the management. Quarterly or by annual discussions are recommended where the mangers can review the employee performance & see if he or she is aligned with the organization goals. If something is off employee have the opportunity to be on a correct path towards the company set targets or if he or she doing well they will be more motivated & will be more efficient towards the work & will be a healthy example for the other employees too.

03.  Let employee lead.

Letting employee start the evaluation discussion it will be more effective since he or she have an idea where they are standing in. They might self-review their work & It is always be a good practice in a working culture environment. Since from this step employee get a voice their will be a two-way discussion & the discussion will be more effective for the both parties.

04.  Focus on the progress.

Focusing on the progress is an important part in the evaluation. It is simply two types which is employee progression & Organization progression. In the evaluation process when the discussion happens it is not all about what the employee has done through out the year but what effect has caused his actions in the organization is the key point where it will evaluate as good or bad. If it is a bad effect what need to be change in the future or if it is a good effect what should do to improve the actions further should be discuss in the process. Some organization pay attention to employee self-development activities such as higher educational qualification building, Training & development activities & discuss about work life balance in the evaluation process since they believe that its directly impact the work.

So, following up these small steps will create a more effective evaluation process rather than ticking off some sheets & submitting the sake of a procedure.

Reference:

Heathfield, S. M. (2019) 10 Key Tips for Effective Employee Performance Reviews, The balance careers. Available at: https://www.thebalancecareers.com/effective-performance-review-tips-1918842.

Son, S. (2019) HOW TO CREATE A TRULY EFFECTIVE PERFORMANCE REVIEW PROCESS, tinypulse. Available at: https://www.tinypulse.com/blog/sk-effective-performance-review-process

Taylor (no date) 6 Ways Great Leaders Conduct an Effective Performance Appraisal, reviewsnap. Available at: https://www.reviewsnap.com/blog/6-ways-great-leaders-conduct-an-effective-performance-appraisal/.