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Annually reviewing office employees can be just as dreadful for the person giving the review as the one getting it. Follow these guidelines to make sure the process goes smoothly.
Step 1: Prepare
Prepare well for a performance review — it’s the best way to be successful. Be honest and thoughtful in preparing your evaluation and follow a preset rating protocol or measure performance against their job description.
Base your assessment on the employee’s actual performance, rather than hearsay or a subjective view of their personality.
Step 2: Create the right setting
Schedule a time and place where you can have a conversation with the employee privately. Start the conversation with a friendly greeting to set both parties at ease.
Give employee evaluations on a set schedule, such as one month after hiring and then once a year at raise time thereafter.
Step 3: Follow a format
Stick to the prepared rating sheet when delivering your evaluation to keep your presentation from wandering off track.
Step 4: Provide examples
Provide examples whether the feedback is positive or negative. Citing examples such as, “Your complaints about our product turned away a client,” is more helpful than just saying, “You have a bad attitude.”
Step 5: Make criticism constructive
Turn criticisms into constructive advice by telling the employee how they can improve. Set new goals for them, if needed.
Step 6: Finish on a positive note
Surround discussions of poor performance with positive feedback to soften the blow. The best way to end a performance review — from the employee’s perspective — is by giving a raise. If that’s not possible, finish the conversation on a positive note that makes them feel appreciated.
Did You Know?
In 2009, according to the U.S. Bureau of Labor Statistics, over 4 million people worked as retail salespeople, making it the most popular job in the country.