7.5.2.3.4
Conducting Performance Evaluations
Conducting performance evaluations can be an intimidating thing for many supervisors, but it is more than likely much more intimidating for the employee receiving the evaluation. The supervisor should keep these factors in mind when conducting the performance evaluation:
- Schedule the meeting with the employee in advance in a private, quiet place
- Warmly greet the employee and set them at ease
- Plan for an open dialogue
- Let the employee know what factors you considered when completing the evaluation
- Ask the employee for their input when trying to solve problems
- The performance evaluation is about the employee’s job performance. Your personal feelings regarding the employee should not dictate how you evaluate their job performance. Avoid discussions about attitude or personality unless they are affecting the employee’s job performance.
- Remain objective throughout
- Be honest and candid
- Focus on the employee’s strengths along with areas needing improvement
- When summarizing the evaluation, end on a positive note. Encourage the employee not only in things they have done well but also in areas that you see potential to succeed
- The employee and supervisor should each sign the evaluation
- The employee should receive a copy of the evaluation and goals for their records
The performance evaluation is a powerful communication tool that should give the employee valuable feedback. If done well, the employee should look at the areas needing correction as a challenge to improve their performance. They should also be encouraged to continue areas of high-quality performance.
Performance evaluations are a formal way to communicate to the employee how they are doing in their job. Because performance management is an ongoing process, there should never be any surprises on the evaluations. Poor and strong performance alike should be addressed immediately after they have happened.