As every good manager knows, it is essential to regularly check-in with your employees and regularly evaluate their performance. This allows you to measure their success and value in the company while also giving the employee a chance to reflect on their work progress. This process, sometimes called a performance review, is critical to individual team members’ growth and success and the overall company. If you are struggling with properly evaluating your employee’s performance since the last check-in, look no further! We are here to help. Here are 4 methods you can use to effectively evaluate your employees.
The 6-month rule is a great standard you can use to evaluate your employee’s past progress. You want to see steady and measurable improvements since the last time you checked-in with your employee, which is most likely around 6 months ago. If you have evaluated their performance more recently, fantastic! Just be sure to not let the time between performance reviews extend past the 6-month mark. One way to assess your employee’s progress is to reflect on how they were performing 6-months ago. Have their time-management skills improved? Did they complete that large company project from last quarter? Are they communicating more effectively? These are all questions you can ask yourself and your employee when evaluating their performance.
Concrete comparisons you can make:
When all else fails, comparing your employee’s performance to the job description is a concrete way to assess their performance. This technique is also perfect if this particular employee was recently hired, and you are conducting their first-ever performance review! This method is tangible, easy to visualize, and a great way to see if your employee meets the mark. Are they successfully completing the job requirements? Are they going above and beyond, or just barely meeting the mark? Where are the problem areas you see that the employee can improve? Have they been doing anything that was not on the original job description? These are all great questions to ask yourself and the employee when conducting a performance evaluation.
More qualities you can compare to the original job description:
This can be tricky, but if done professionally, it can be very effective. Comparing employees to others in their team can cause an unhealthy and competitive culture, so be sure to wisely choose your words. Instead of comparing others’ personality traits and successes, try to focus on the collaboration that your employee has with departments in your company. Is their team as a whole keeping up with others in the company? Which department does this employee look up to most, and why? What have they learned from watching and collaborating with the other team members? Questions like these can spark important conversations and help the employer and subordinate reflect on progress made.
Ways to compare in a healthy, productive way:
Good ole’ goal setting! Having your employees set a team and individual goals will help them in the present and future. It will motivate them to work towards something tangible and give them a concrete point to reflect and look back on. When conducting your performance reviews, it is crucial to have the employee reflect on their previously set goals and set new ones to be reviewed at the next review. Have they hit their goals? What could have gone better? Once you have discussed the employee’s previously set goals and their standing at the time of the review, it is time to set new ones. Are there any goals that were not met that can be carried over? What did the employee learn from last time that they will now apply to these new goals? Goal setting is a fantastic managerial technique that never fails.
Goal setting & Goal reflecting tips:
Best of luck with your evaluations! If you used any of these tips, let us know on our social media pages.
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