The Performance Evaluation is the interview that we will
touch on next. This is an interview that
will provide rated feedback to an employee on their performance. Because of the amount of material involved in
these interviews, I am going to break this topic into three parts: Pre-Evaluation Information, The Evaluation
Document and Providing the Interview I
have been a participant in this type of interview in various jobs over the many
years. I am sure you have too. Please feel free to comment about experiences
you have seen at your own workplace down below.
PERFORMANCE
EVALUATION INTERVIEWS:
PRE-EVALUATION
INFORMATION
These interviews are an important tool for anyone in
management or Human Resources. An
employee without feedback will find growth difficult. It would be challenging for an employee to
ascertain what they are doing right when compared to where they could use
improvement without the help of someone that can see their work in the context
of the organization. These evaluations
are a manager’s opportunity to provide an employee with their expectations and
to advise them where their performance is in relation to said expectations. Lastly, it is a chance to discuss the goals
and career aspirations of your employee, to get an idea of how they want to use
their talents.
Six to Twelve Months
Before the Evaluation
A proper Performance Evaluation and the corresponding
interview are not built in a day or a week.
It is built over a period of months as you observe and document the
accomplishments of an employee, nurture your professional relationship with
them, and provide occasional advice to your employee at the time it is
needed. You should not expect to sit
down to write an accurate evaluation or to have and effective conversation with
your employee if you have not put in the necessary time. It is suggested that you pick a time out, at
least bimonthly, to jot down a list of specific accomplishments or major tasks
that an employee has completed over that most recent period. This will be handy to save and come back to
when you are ready to make the evaluation
Tracking and
Monitoring
During the period between evaluations, you will want to be
sure to have systems in place to track and monitor the actions of your
employees. This can be as simple as a
notepad with the numbers of hours worked on a specific project each day or as
complex as a database that can be mined for trends. Having numerical trends that you can follow
with help you figure out what the employee has been able to do and how it
compares against their expectations. You
may also have subjective data that you can look at such as customer survey
responses, which can help you in formulating your opinions for an evaluation.
There is more to see.
In the next segment, we will look at the Evaluation Document.
And remember all of
you Human Resources professionals: Be Human...
Be a Resource... Be a Resource for
Humans.
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
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