How to Conduct a Performance Evaluation

A performance evaluation is used by many companies to guage the employees' strengths and weaknesses. In order to approach the performance evaluation in a professional manner, there are a few tips any leader can follow.

Instructions

1. Prepare for a focused discussion. When giving a performance evaluation, you need to put time into the preparation phase of the evaluation. Being prepared is the best gift you can give both yourself and the employee being evaluated.

2. Set the agenda. You need to set the agenda before sitting down with the employee. The agenda will offer a time line for the progress of the evaluation, as well as a guide tool for what topics to cover.

3. Share the main points. The beginning of the evaluation should always cover the main points of the evaluation. These main points are like headings for each of the smaller sub sections covered in the evaluation. The employee will receive a copy of the paperwork in most cases, so refrain from going into minute detail with each section.

4. Invite discussion. Make sure never to appear to be distracted or one-sided in the evaluation. Allow the employee to ask questions and answer those questions honestly and earnestly.

5. Discuss areas of improvement. What is next? The employee, once the evaluation has been given, will want to know where they can go from here or how they can improve. This is where coaching for success enters the evaluation. Guide the employee on the path to becoming a better work and team player.

6. Summarize. The last part of the performance evaluation is the summary. Quickly cover the most important points of the evaluation.

Tips & Warnings

• Keep eye contact, it tells the employee you are listening.

• Give honest answers to all questions.

• Offer advice on how to improve and praise for accomplishments.

• Start the evaluation with the strongest points to lighten the mood.