How to Evaluate the Reliability of an Office Employee

Employee Management

Your office employees are compensated in exchange for their skills and time. Most will complete their duties within a given time frame. However, not every office employee will have your company's best interest in mind. It is critical to eliminate incompetent employees. Essentially, they eat up your company's bottom line without offering much in return.

Things You'll Need

• Past projects completed by the employee
• Attendance records
• Employee's resume
• List of questions

Instructions

1. Evaluate his productivity. Is your employee an overachiever who constantly exceeds your expectations? Or is he a habitual slacker who turns in work that is barely up to par? If the first scenario sounds more like your employee, he is in it for the long run. His hard work demonstrates he is vying for a promotion and is willing to do whatever it takes to attain his goal. If the second scenario sounds more like your employee, he doesn't have your company's best interest in mind. His lack of effort proves he is unproductive, incompetent and disloyal to his employer. It is likely that his only motivation to come to work is the biweekly paycheck.

2. Assess his timeliness. Does your employee arrive an hour before his shift in order to greet everyone, pour himself a cup of coffee and get an early start on the day? If so, this employee values his job and is willing to put in the hours to help the company grow. However, if your employee often calls in sick and frequently gives excuses to leave early (doctor appointment, family emergency, court date), he isn't committed to his job.

   The amount of effort that employees put into arriving to work in a timely manner directly speaks of their reliability and professionalism.

3. Measure his confidence. Does your employee exude confidence because of his position with the company and boast about the company's purpose? Is he like a walking billboard for your business? These are crucial indicators of an employee's reliability. If your employee is confident about his position and supports the company's purpose, these are indicators of strong reliability.

4. Revisit his resume. Has your employee had previous job experience, education and volunteer work within the same field? If so, it is very likely that the current position he holds is what he was working for. Since your company had offered him his "dream job", it nearly guarantees a high level of reliability. However, if your employee lacks relevant experience and education, he is a bit of a gamble. He may consider his current position a transitional job to help pad his resume in order to land the position he truly desires.

5. Conduct an interview. There is no better way to evaluate your employee's level of reliability than an interview. Make a list of questions you would like your employee to answer truthfully, and ask him into your office for a "casual chat". Using the phrase "casual chat" will make it easier for him to answer your questions truthfully rather than correctly.

Resources

• How To Evaluate an Employee's Performance