Evaluating employee performance is not one of the most popular managerial duties, but this does not mean that managers should not take it seriously. The wrong approach to the evaluation only spreads uncertainty and fear among the employees, which is not desirable in any organization. Keep in mind that the purpose of the performance evaluation is to develop constructive dialogue with a positive intention, even if you have to deliver negative feedback. How can you avoid unnecessary mistakes?
- Get rid of the feeling that if an employee is not excellent in everything, then he/she is bad. Try to deliver even negative evaluations positively.
- Never tell employees the results of their evaluation in the presence of other people (with the exception of public praise).
- Do not keep coming back to one thing when it’s time to move on to other topics.
- Do not include into the evaluation everything that the given employee ever did wrong. Be concise and give examples of only the most important behaviors.
- Do not try to avoid unpleasant information by not going right at the heart of the matter or by purposely using terminology that the evaluated employee does not understand.
- Do not engage in a monolog. If you catch yourself that only you are speaking, stop and suggest a dialog.
- Do not jump from one topic to the next. Structure the evaluation so that it follows a logical order.
- Do not argue with employees who do not agree with you. Together search for a solution, not for who’s right.
- Maintain a positive approach, sincerity and, above all, a cool head. Do not let yourself be influenced by an employee’s emotions.
- Do not forget to revisit the performance evaluation and monitor the development of issues that you talked about with your people. Continue in regular discussions about their progress.
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