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How to Conduct an Effective Employee Evaluation

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Did you know that companies with frequent employee evaluation meetings have a 14.9% lower turnover rate than the rest?

Most of us dread employee review meetings because they’re challenging. Some employees also dislike reviews as they sometimes highlight their failures. After all, who’d enjoy a meeting focused on what they did wrong?

But, employee evaluations are only challenging because managers are yet to evolve. Human resource management has changed almost entirely, and so should employee reviews.

Not sure how to conduct reviews in a manner that better fits the current workforce? Read on for tips on how to conduct an effective employee evaluation.

Create Time and Space for Performance Reviews

Let’s face it: Most top bosses don’t view performance reviews as necessary. For them, every minute spent in an evaluation is a minute that could be contributing to the bottom line.

Getting them to agree to create time and space for evaluations will take some convincing. But reviews are necessary and should be given as much weight as an employee’s roles.

Create a comfortable environment once you get the green light from your bosses. You can do this by using the most convenient location and finding the best time for each of your employees. You don’t want them to feel like the reviews are extra tasks that don’t get compensation.

Be Prepared

Many managers make the mistake of filling out employee review forms during evaluations. It’d help if you did this in advance since meetings focus on the findings in these forms. The forms are crucial because they save time by keeping you on track throughout the reviews.

Also, prepare notes from supervisors, employees’ personnel files, and past review documents. Doing this will ensure you don’t miss the review’s most critical points.

Also, ensure your employees are ready by discussing your review’s agenda beforehand. They’ll be more willing to communicate if they know what to expect from their reviews.

Invest in Performance Review Software

Buying the right software now can make the review process more straightforward. The software automates functions, so you don’t have to do things manually. With the right software, you don’t need to keep track of reviews as it’ll remind you and all relevant parties.

Performance review software also tracks employee performance over time and collects data. It’ll help you plan for the review and prepare the most relevant feedback for your employees.

Focus on the Future

It’s easy to get lost in the past when evaluating an employee. After all, you need to understand an employee’s past actions to plan for the future. However, keep in mind that you can’t change the past, so it’s more important to focus on the future.

Let your conversation revolve around what an employee wants for the future and how you can help them. Only then can you drive future company growth.

Know What Questions to Ask

Prepare your questions before each employee performance review to keep the conversation going. The questions need to focus on employees’ goals and targets, but not so much that they feel like they’re on trial. Here are some questions to consider:

• What recent achievements are you proud of?
• What are your targets for the next three months?
• How can management help you achieve these targets?
• What hindrances stand in your way?

As you can see, the questions are open-ended to allow employees to speak their minds. They also focus on future improvement instead of past failures. Formulating your questions like this facilitates smooth conversations.

Ensure the Meeting Is a Two-Way Conversation

Traditional performance reviews focused on giving employees feedback, so managers dominated the conversations. The modern employee, on the other hand, wants to feel included in an employee performance review.

You can ensure this by focusing on topics that allow them to lead the review. That’ll help ensure the review feels more like a conversation than an interrogation.

It’s also essential to actively listen to what your employees are saying. You can nod your head, ask for clarifications, and repeat employees’ answers. Doing so prevents the review from being a one-sided meeting.

Choose Your Words Wisely

Your words during a performance review determine employees’ outlook on evaluations. They also determine employees’ motivation after the review.

Be careful not to use harsh language or a demeaning tone, even when discussing failures. The last thing you want is an angry employee telling others what to expect from their reviews. Other employees will likely expect the worst.

Give Clear Remarks and Accompany Them With Examples

You don’t want your employees to leave the review with more questions than answers. So, ensure you back your feedback with concise examples.

Explain each score you give so that your employees understand where they need to improve. For instance, give examples of missed targets when discussing a low score on productivity. But be careful not to come off as overly critical.

Also, be clear on your company’s future goals and how your employees can help achieve them. Provide details on expected timeframes and the mode of measuring work performance. This way, the employees will know what they’re supposed to do to improve their performance.

Ensure You Give Frequent Performance Reviews

Unfortunately, performance review meetings don’t get as much attention as they should. Why wait an entire year to talk to employees when you can do so every few months?

A survey involving 1000 US workers revealed that 92% preferred frequent reviews to annual ones. This is an accurate reflection of the modern employee. They’re growth-oriented and believe that reviews help keep them on track.

Regular reviews also benefit your company by helping you achieve goals sooner. You don’t necessarily have to hold scheduled review meetings to discuss performance. You can hold informal constructive discussions to encourage employees to talk to you.

Give Your Company an Edge by Having Efficient Employee Evaluation

It’s no secret that employee evaluation meetings can be challenging. However, this article has highlighted some suggestions to help improve the process. Implement them in the future, and watch as your evaluations become more impactful.

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