Introduction
In the modern workplace, you need a modern guide to employee evaluation. It’s important for managers to be able to evaluate their employees and make sure that they’re performing at their best. This will help you as a manager and your employees as individuals. Here are five steps that can help you create an effective employee evaluation process:
Phase 1: Expectations
First, you need to set expectations. This includes what is expected of the employee, as well as their responsibilities and goals. You should also consider their performance record so that it can be reviewed later in the process.
This is a good time to start considering whether an employee has met those expectations and goals they were given at the beginning of their tenure. If they haven’t, then perhaps you will want to reevaluate them before moving forward with Phase 2: Development Plans
Phase 2: Quantify
This is one of the most important steps in an employee evaluation. Once you’ve outlined all your expectations, you need to quantify them. This can be done by creating a scale from 1-5, with 5 being above and beyond expectations and 1 being below expectations. For instance, if one of your expectations is “work on projects independently,” then you could have the following:
- above average = 4/5 (or 80%)
- average = 3/5 (or 60%)
- below average = 2/5 (or 40%)
Once again, this will depend on what type of job they are doing and how they could improve upon it. It may be that someone who works alone should be able to complete their duties with very little guidance or oversight and receive high marks for completing their work quickly; whereas another person who works alone might not get anything done at all until someone comes around asking what they are doing with all their time!
Phase 3: Measure
The final phase of employee evaluation is to measure your employees. You can do this by using a variety of measures and then analyzing the results and improving performance.
You have many options when it comes to measuring an employee’s performance, but there are some key things you need to keep in mind:
- A good measure will be easy for managers and employees alike to follow.
- It should align with your company’s goals and culture.
- It shouldn’t take more than 30 seconds per employee, as that can be burdensome for both parties over time (and no one likes doing extra work).
Here are some popular methods we recommend using:
- Peer feedback surveys: Ask peers who work closely with each other how they feel about one another’s performance and why—this lets them provide real feedback that’s not biased by management or politics. This also allows you more insight into what might be working well versus what needs improvement at each level within a company structure; such knowledge could help guide future decisions regarding promotions or raises down the road!
- Make sure your measures are appropriate for your employee. We have written a great article on the subject. Are you evaluating a Running Back or an Accountant?
Phase 4: Timeline
Now that you’ve gotten a clear idea of what your expectations are and the employee has an understanding of what’s expected of them, it’s time to set up a timeline for the evaluation process. As always, it’s important to set up a timeline and communicate it with your employee. This will help keep both parties on track for completing the evaluation in a timely manner.
Phase 5: Communicate
Now that you have completed the evaluation, it is time to communicate your findings with your employee. Communication is crucial to the success of any relationship, and an evaluation is no different. The following are some guidelines for good communication:
- Be clear and concise
- Listen carefully to what your employee has to say about their performance during this quarter
- Be honest about how you feel about their performance
- Consistently praise them when they do well and give constructive criticism when necessary (or at least once a week!)
- Being empathetic helps build rapport with co-workers so they know that they can come to you if there’s a problem at work or home life affecting their work life
Make sure you’re working with a good team. Your coworkers can be a great source of support. They can help you through tough times and they can also help you achieve goals since they are invested in the success of the company as well as your own. Team members will also be able to help you understand your strengths and weaknesses, which is extremely important for self-improvement. Understanding what makes up a good employee or manager, makes it easier to set goals and determine if those goals are obtainable within this role at this time (or any role). It will also allow us to evaluate our impact on others; how we affect them positively or negatively is something that should not go unnoticed when evaluating ourselves as employees.
Conclusion
This guide has been designed to help you through the process of employee evaluation. When you’re ready to start, we recommend following a standard. It’s time for timelines! After that comes communication and understanding about what this process means for everyone involved. Finally, don’t forget about teamwork—it can make all the difference in how well things go from here on out!
