How to Do Performance Evaluations and Set Performance Goals

When you become a supervisor there are a whole lot of expectations and you typically have big shoes to fill. There also is not a whole lot of training. Many expect you to just know how to do things. Here is how to do set performance goals and do performance evaluations- one of the toughest things to do as a supervisor in my opinion.

Instructions

1. First think about what a performance goal is. It is a way to give staff direction and motivation. It defines what is expected in terms of accomplishments, learning, and basic output. It also provides an objective basis for determining an employee's performance, eligibility for bonuses, and training needs.

2. As you are first writing the draft performance goals for each person follow the following guidelines. Make sure that they are objective, clear and concise so that they can not be subject to multiple interpretations, observable in terms of objective results and are not subjective, are achievable but challenging to the employee and require some growth, and organized in order of importance.

3. Now meet with your staff on an individual bais and talk about the goals that you have drafted. Obtain staff input and refine these so that they are agreed upon by both you and staff. Now make an action plan with staff for each performance goal. This should give the exact steps that the staff needs to take in order to achieve the performance goals and give a timetable for when each goal should be achieved.

4. Now end the meeting with a summary of the goals. Restate exactly how the performance will be achieved and what is expected from the employee. Then remind the employee of the good work that he or she has done making these goals. Emphasize that the performance goals will help them know what is expected, take control of their future with the company, direct their efforts in the way that will achieve the most success for their careers, and receive recognition and rewards when they go above and beyond the goals.