How to Do a Performance Evaluation at Work without Stress

One of the toughest things about supervising people is the performance evaluation. We all hate doing it because you never know how things will turn out. It is tough to tell people that they are making mistakes and there is rarely anyone that makes no mistakes.

Instructions

1. The first step is preparing to write the evaluation. This means gathering and reviewing all the sources of objective information you have regarding the staffer's performance. Consider if there was a certain quality of work that was required and if this was received, if there were deadlines and if these were met, if their work was typically accurate, if their work was typically thorough, if the staffer utilized the correct methods and procedures to complete their work, if the employee's dress was appropriate, if the employee was a team player, if the employee epitomized the company mission and core values, and if there are any circumstances where the employee's production was above or below standards.

2. Now write a draft evaluation. In this focus on keeping the language specific, including only facts, no opinions, being honest and not sugar coating the weaknesses, including steps to improve for every weakness identified, and addressing performance not the person.

3. Now schedule a meeting to discuss the performance evaluation. This provides an opportunity for honest and constructive feedback to be exchanges in addition to recognition of accomplishments and planning for career growth. During this meeting talk about the strengths of the employee, then discuss what should be done on the weak points, talk about if training is required for the future, and discuss the future and future goals. Try to anticipate any objections so you have a ready answer.

4. Last but not least follow up with the staff after the meeting, typically several weeks later. Record if the employee made the recommended changes and future opportunities for growth.