In the simplest terms, an employee evaluation is a performance review conducted by a supervisor. This process is also known in some circles as performance evaluation. As a best practice, itis usually held quarterly and/or annually. The results of this evaluation are closely connected to employee compensation and promotion. This eliminates the need to initiate salary negation all over again.
The evaluation takes time and can be a stressful prospect for the supervisor and the employee alike. Don’t know where and how to get started with the evaluation? You may reach out to your staffing agency for advice on designing an employee evaluation process from scratch.
In general, here’s all the help an organization needs for a successful evaluation:
What to Cover in Employee Evaluation?
The employee performance evaluation must cover measurable topics, such as:
Performance and Productivity
Verifiable output data is used for measuring productivity and performance. For some roles, outputs are quantitative – e.g., satisfying a predetermined number of leads a month. For other roles, the output is personalized, though it should always be predetermined and agreed upon by all parties.
Problem Solving Abilities
What initiative did the employee take in solving problems? How sensible is the employee when something unexpected happens? Does he or she show initiative in resolving problems as they arise?
How effective is the employee in communicating with his or her co-workers and peers? Is he or she approachable? What are the examples of collaboration, or the lack of collaboration?
This includes the employee’s contributions in one-on-one meetings, his or her abilities to formulate fresh ideas, sharpen work processes, and seek complementary information for self-improvement.
Whether IT staffing or hiring for any other discipline, accountability criteria enables your organization to evaluate acumen and competency in real-time. For example, how punctual is the employee during meetings? How capable and flexible are they when it comes to meeting group work timelines, or managing their own time and attendance record?
Preparing for a Successful Employee Performance Evaluation
A poorly conducted performance appraisal leaves a team confused, dejected, and in most cases, disengaged. The more organized your managers are, the better for your entire organization. These tips will help you prepare:
Announce the Date of the Evaluation In Advance
Always give your employees time to prepare for their appraisals. Don’t walk into any evaluation empty-handed, either. Ask the employees to fill out a structured employee evaluation form beforehand. Compile your thoughts and responses accordingly, and make sure you have gone through all evaluation documents ahead time, making noting of crucial points.
Act Like a Coach
Often, employees see their reviews as open criticism. It’s the responsibility of every manager to evolve them into coaching opportunities, not critiques. Promote a positive environment to encourage frank and open conversation with the employee. Don’t make it a bland session or talking-to, an empty laundry list of skills for improvement and targets for the coming year.
Be Clear and Concise
During the session, be direct and transparent about your feedback. Let’s assume your direct report has to improve his or her creative approach to business. Share examples of times where the employee should or could have been more creative. Similarly, when setting new goals, share the time frame, measurement method, and other things expected of the employee.
Get Feedback from Other Colleagues
Co-workers know more about one another than many managers. Honest peer feedback not only adds new insights to the work in a review, but it also adds value to the performance review itself. It informs managers about the strength and growth areas of each employee as well.
Instead of interviewing colleagues one by one, send them a standardized feedback form to complete prior to the formal review
Make It a Two-Way Conversation
The evaluation shouldn’t devolve into a lecture. Make it more meaningful by keeping the conversation flowing. Emphasize the importance of self-evaluation as well. Give your employees the opportunity to share their biggest strengths and challenges, and offer to help them to construct and structure their future goals.
Some employees might not seem comfortable speaking up. When you notice this, engage them with questions such as:
- What accomplishment do you feel most proud of?
- Since your last review, where do you feel you have made the most progress?
- In what areas do you feel you need the most improvement?
Set Goals Together
Look at last year’s goals together and determine how effectively those goals were satisfied. Let the employee self-evaluate prior to providing your own feedback.
If there are any unmet goals, discuss them openly and honestly. Ask your direct report why he or she was unable to achieve them. Was there a personal obstacle or some unforeseen complication? If so, how can that be addressed moving forward?
Once done, set goals for the forthcoming year. Encourage the employee to identify the goals he or she would like to address. Vocalize your support in accomplishing those goals. Last but not least, ensure that the stated goals are SMART (specific, measurable, aspirational, realistic, and time-bound).
Typically, everyone dreads employee evaluation sessions because of the risk that they might result in prolonged criticism. Turn this narrative around; create a positive experience by employing people analytics tactics, fostering a friendly environment, and mentoring. Proactively set the stage for a productive review.
Frequently Asked Questions
How to write an employee evaluation?
Start by reviewing the job description of the employee. Highlight the areas of improvement. Compare their strength and weaknesses, provide constructive feedback, welcome employee input, and set actionable goals for the next year.
How to evaluate employee performance?
Use a set of metrics for measuring the performance of the employee throughout the year.
How to evaluate an underperforming employee?
Be specific about the performance issues by showing where the problem lies. Confirm that the employee understands and acknowledges the problem. Give him or her proper training. Create performance goals together. Follow up on the progress and reward the improvement.
How to evaluate the performance of an employee?
Set the performance standard and ask the employees to set goals for the year. Take notes throughout the year. Be honest and specific with criticism. Evaluate the performance and not the personality. Ask questions. Act as a coach and have an open conversation. Give your feedback and do listen to the employee’s concerns. Set goals for the next year.
What main purpose does the employee evaluation process serve?
The primary purpose of the evaluation process is to promote communication, provide valuable feedback, improve work relationships, and contribute to professional development.
How to evaluate employee attitude?
Employee attitude can be evaluated by asking open-ended questions from the employee in different settings. Do allow them to elaborate on their perceptions.
Are employee evaluations confidential?
Yes, the employee evaluations are confidential and they must be guarded against disclosure.