| Performance Appraisals? Absolutely!!
Performance evaluations are very often ignored because most people don’t like to do them. If we examine why most people avoid them, it is typically stated “I don’t like confrontation.” But does an evaluation of an employee’s performance need to be perceived as “negative”? If every effort is made to present the information in a positive light, the employee should learn from the experience.
How to begin…
The performance appraisal happens throughout the year. For example, do we express “Thanks”, provide informal feedback sessions and give ongoing status reports? By the time the appraisal comes around there should be very few surprises in the interaction.
Tip: Try to do something every day/week/month with and for employees. That “something” could be a 10-15 minute meeting with every employee weekly. Monthly lunches are a time to get to know the employee and also discuss (casually) work projects. Depending on the size of the staff, sometimes that isn’t possible. With a larger staff how about a daily coffee (15 minute) break one-on-one? Put staff names on your calendar or “list” so as not to forget anyone. This ongoing communication makes the annual evaluation go much smoother for both parties..
If possible, develop a 10 point questionnaire that the employee completes and brings to the performance evaluation for discussion with the supervisor. Some questions might be:
- Is the management team effective?
- What are the areas you feel improvements could be made?
Our experience has shown that employees welcome the opportunity to offer suggestions
one-on-one.
Start off by asking the employee “are there any issues you’d like to discuss?” or “how are things going from
your perspective?”
KEY POINTS IN A PERFORMANCE APPRAISAL:
- Be prepared…review the employee’s file and really think about the categories on the form
- Start positive…compliment the employee. Focusing on the positive aspects of the employee’s performance begins the discussion optimistically. Thank the employee for the many contributions that person has made.
- Site specific examples…This helps the employee understand how you came to the conclusion about an observation
- Develop a list of actions/strategies to be worked on with timelines attached. For example, “by the end of 30 days the employee will…”
- Stay objective…employees usually only hear the negative comments so be concise in explaining a weakness.
Timing…
When should evaluations be done. There are two schools of thought.
1. Employee anniversary date or
2. Same time every year
Personally, I recommend doing them at the same time every year. The management team has the appropriate mindset, and the employee can prepare. There could even be a “pre-evaluation” staff meeting if new forms or methods will be introduced.
Finally, employees should receive feedback at the 30 day, 90 day and annually on their performance. This keeps the lines of communication open, at least minimizing surprises on both sides.
Pat O'Sullivan
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