Four tips to help you improve the performance evaluation process

Simangele Mzizi, Fsp Business, 25 Jun. 2014

Tags: how to improve performance evaluations, performance evaluations, improving performance evaluations, improving the performance evaluation process

Award-winning author and professor at UCLA’s Anderson School of Management, Samuel A. Culbert, says the reason many employers hate conducting performance evaluations and, many employees hate receiving them, is because performance evaluations are often ineffective and pointless.

He says as a result, employees end up feeling confused, frustrated and demotivated.

So what’s the solution?

Since you can’t do away with performance evaluations, the best thing is to change the way you conduct them so they can be an effective and valuable tool.

How do you do this?

Use these four tips to improve the performance evaluation process in your workplace.

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Improve the performance evaluation process in your workplace with these four tips

Authors of the book Management Reset, Edward E. Lawler III and Christopher G. Worley, recommend you use these tips to improve the performance evaluation process:

#1: Don’t rely on memory to recall an employee’s performance

They say using some sort of simple log to document job performance on a regular basis will allow you to present a data-driven snapshot during evaluations.

#2: Be methodical and systematic

Lawler and Worley advise you consider using the following framework:
  • Describe the problem.
  • Reinforce performance standards.
  • Develop a plan for improvement.
  • Offer your help.
  • Alternate negative and positive comments.
  • Emphasise potential.

#3: Don’t inflate evaluations

If you consistently rate a mediocre employee as “competent” and then have to fire her for poor performance, your evaluations won’t support the dismissal. This could open the door to legal disputes.

#4: Send the performance evaluation in advance

The two authors explain that research shows people are nervous and apprehensive before and during performance evaluations and they often don’t actually hear or accurately process what’s being said.

But, if you send the appraisal before you meet with your employee, she’ll have time to recover from the initial shock of the evaluation.

This’ll also allow her to come up with questions to ask you and correct any mistakes you’ve pointed out.

There you have it. We hope these tips will help you improve the performance evaluation process in your workplace. If you want more ways to improve performance evaluations or how to conduct them effectively, check out the Practical Guide to Human Resources Management.

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