Performance evaluations provide employers with an opportunity to assess their employees’ contributions to the organization but equally important is the fact that it is a chance to communicate and connect with your employee. This is an important part of developing a powerful work team. If you don’t already have an evaluation format than the thought of this may be a bit overwhelming but the benefits outweigh the challenges. Performance evaluations can outline the acceptable and exceptional performance, promote staff recognition and effectively communicate and motivate individuals to do their best for themselves and the company.
The primary goals of a performance evaluation system are to provide a form of tangible measurement regarding an employee’s contribution to the company. To create a performance evaluation system complete follow these steps and you will be on your way to establishing a strong and accountable workforce:
- Develop an evaluation form or template. Make sure everyone is using the same one.
- Identify what elements of their job will be reviewed or measured. Usually evaluations are created by position.
- Set guidelines for feedback. I find a two tier feedback which allows the employee to rate themselves prior to their supervisor allows the employee to feel empowered to communicate their own accomplishments or challenges.
- Create disciplinary and termination policy and procedures. Also make sure they are reviewed with each employee when hired.
- Set an evaluation schedule either questerly, semi-annual or annual.