Recruiting & Staffing

4 Ways To Best Evaluate Employees

By: Mariah Rogers
Nov 5, 2020 • 7 min read

4 Methods to Evaluate Your Employees

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.

evaluate employees

#1 Compare Their Current Performance to How Things Were 6 Months Prior

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:

  • Are they working the same number of hours as they did 6-months ago? More? Less?
  • How are they getting along with that problematic teammate? Have things improved? Are they able to work respectfully and collaboratively?
  • Has the employee’s technical skills improved? Are they able to better understand the technical aspects required for the job?
  • Are they more comfortable with the company climate and culture? Have they settled in and understood company norms and values?
  • Have their problem-solving skills improved? Are they able to be more resilient and try things from a different perspective?
  • How are their overall presentation skills progressing? Do they seem more confident? Are they more prepared?

evaluate employees

#2 Compare Their Performance to The Job Description

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:

  • Have they been unable to complete any of the requirements on the job description?
  • How much help/training will they need to complete areas where they are lacking?
  • Get feedback from your employee and see where they think areas for improvement lie.
  • Where are the areas of success?
  • Are they doing any tasks that were not on the original job description?

evaluate employees

#3 Compare Their Performance to Other Employees

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:

  • See what the employee admires most about their own team.
  • What department doest this employee enjoy collaborating most with, and why? How has this helped the employee improve individually?
  • Is there a department that the employee looks up to most? How so? Is it the team collaboration? The leadership? How can they emulate these traits in their own team?
  • How does this employee deal with conflict in the workplace?
  • What has been the most successful moment for this employee in the past 6 months? How has this helped others in the team?

evaluate employees

#4 Compare The Employee’s Performance to Previously Set Goals

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:

  • Have all goals been met? Were any missed?
  • What was the process of achieving these goals?
  • Were there any challenges when trying to achieve these goals?
  • Why were some goals not met?
  • What can be done differently next time?
  • Is there anything you, as a manager, can help support this employee so that all goals are met in the future?
  • Focus on both team goals and individual goals.

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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