What Are the Characteristics and Components of a Highly Effective Performance Evaluation?
Highly effective performance evaluations are a benefit to your business as well as to your employees. A comprehensive assessment provides an opportunity to review progress, suggest areas for improvement and recognize employees for a job well done. This can boost morale, increase productivity and assist with business planning efforts.
Employees should conduct a self-assessment prior to your performance evaluation, so provide each employee with a written document that allows them to rank themselves on performance, meeting goals, teamwork, attitude and job-specific performance standards. This gives you an opportunity to evaluate employees' performance based not only on your observations, but also on their own assessment. Having this information can open the door to conversation about the employee’s personal and professional development goals and the ways in which his skills and talents can be better utilized in your workplace.
Give employees the chance to evaluate their managers and direct supervisors as well. You may provide an employee's assessment form or facilitate anonymous submissions that only you see and use in your evaluation of your managers. This gives employees the chance to point out ways in which their manager supports them or, alternately, detracts from their productivity. Provide room for employees to offer suggestions for ways managers can help improve overall job performance.
An effective evaluation reviews achievement of goals set during the previous assessment period and establishes new objectives for the coming period. Discuss the progress and outcome of each employee’s individual and group objectives. If goals were met, commend the employee on his achievement. If goals were not met, discuss roadblocks that prevented completion and look for ways to restructure future objectives to foster a greater chance for success. Help your employees set new, attainable goals for the coming assessment, ensuring objectives are in line with your strategic business plan.
Performance evaluations should provide employees with clear, concise feedback. Offer specific examples of areas in which the employee excels and provide concrete instances in which she can improve her judgment or performance. Offer as much detail as possible so she can use the constructive criticism to further develop professionally. If an employee needs to strengthen skills in any area, provide direction on how she should achieve it. For example, an employee who has a problem with making presentations might enroll in a public speaking class to learn how to better communicate with colleagues and clients.