How to Give an Effective Employee Evaluation

Evaluating an employee's performance isn't easy, but it can be a valuable process for both of you.

Difficulty: Moderately challenging

Instructions

Things You'll Need:

• Printers
• Printer Paper
• Computers

1. Be sure that your employee has been given a job description and knows what he or she is being evaluated against.

2. Let the employee see a blank copy of the evaluation form and have him or her fill out performance ratings.

3. Set up a time and place to meet so that you'll have privacy and quiet.

4. Set aside at least an hour, even though you might not need it.

5. Outline your goals for the evaluation - to improve the employee's performance, reward good performance, establish new performance expectations, receive feedback or other goals.

6. Avoid doing all of the talking. Ask questions and let the employee tell you how they feel and what they need.

7. Offer the employee the option of writing an alternate point of view for his or her file in case of disagreement.

8. Do your best to put the employee at ease, or anxiety will keep him or her from hearing what you say.

9. Avoid focusing only on areas that need improvement. Every employee wants and needs to be praised, so spend just as much, if not more, time describing what he or she is doing right. This is crucial to keeping a good employee around!

Tips & Warnings

• If the employee gets angry at something you say, let him or her vent while you listen. Don't become defensive and argue.
• Even if you and the employee disagree on a point, you can both express your opinions.
• Be careful about what you say, and make sure you have consistent expectations of all of your employees without regard to sex, color, age or disability.
• The performance review should not be a shock in and of itself, nor should it be the first time the employee hears about a particular problem.

[crystal6686]

on 7/6/2009 hi friend .thanks for sharing even though i don't know if it usefull for me

[cherry668]

on 6/29/2009 Here is a very interesting place *********Tallfinder.com*********..I find many friends there and I share my life with them..many people there upload their nice pics there..hope you have fun..

[jsscouter]

on 4/16/2009 Great advice. The last warning says it all. This should not be new news to the employee. Ongoing conversations throughout the year should be taking place. The conversation should be professional, productive and part of the continuous employee development.

[justo]

on 3/8/2009 I've been an HR for 3 years. This is good advice. very good. 5*

[saskew]

on 1/25/2008 Remember, very few things are black in white. Your schedule isn't which is why cancellations and postponements happen, and neither is the "never cancel or postpone an evaluation" guideline given in the first comment. Same goes for the goal of not surprising an employee during a review. If you value your staff then you'd make following these guidelines a priority, as far as is practical. The original comment's author wasn't being pedantic, and neither should you.