How to Generate Questions for an Evaluation
Evaluations are used in every business to ensure that employees know how well they are doing with their job. If you are evaluating somebody, you will need to ask questions geared around their job performance. If you use the "Management By Objectives" model, you can ask questions that are goal oriented. This gives you and the employee goals that they should be working on. You don't have to be a psychologist to come up with these questions. You can do it yourself with little hassle.
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Instructions
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Have the employee take a pre-evaluation personality test. Personality tests are generally given before somebody is hired. Taking a personality test while employed can give the evaluator information on stress levels, frustration, and views on their supervisor. Take the results of this personality test to develop your questions.
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Study a couple different HR styles that you could use when deciding what kind of questions want to ask. Some of these styles could the Behaviorally Anchored Rating Scale, The 360-Degree Evaluation, The Point Scale, or the Management By Objectives methods (see Resources links).
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Consider the goals that you think the employee should have for himself or herself. Employees are always looking for ways to get promoted. These questions will allow the employee to show ambition.
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Think about questions that are oriented toward the goals of the company. The company provides a service to the public. Asking this kind of question will give the employee an opportunity to evaluate whether or not they are doing what is best for the company.
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Use questions that are oriented toward the strengths and weaknesses they have with their job. Having an employee think about what they are good at and what they are bad at gives them a chance to evaluate themselves. When somebody confronts their strengths and weaknesses, they can set goals to improve.
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Speak to the employees direct supervisor to get a feel of what kind of questions would work best in getting straightforward answer from the employee. Direct supervisors have the most contact with employees and can be a great resource for information.
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