Yearly Archives: 2017

employee performance evaluation

Employee Performance Evaluation Criteria and Template

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Employee Performance Evaluation Appraisal Criteria and Form Template

 

What criteria is best used when conducting an employee performance appraisal? Many companies and business owners face this problem and often search for forms and ready-made templates, which are easily found online.

 

In my last article and video, I suggested using a job description as a reference for job criteria when you have not developed your own job specific evaluation criteria.

 

However here is a simple approach that can be used to generate a discussion around five key employee competencies. When you use these competencies in conjunction with your observation of the employees’ performance, you can conduct an effective employee performance evaluation meeting. This will provide the employee with valuable feedback and give you a platform to agree on performance improvements.

These five competencies have been taken from our Profile Performance Indicator assessment that we use with our clients. This is a great tool to gain a deeper understanding of employees and to engage in discussions about performance.

Five Employee Performance Competencies

These five employee competencies can be used as a basis for providing feedback on performance and to set performance improvement objectives.

 

  1. Productivity – effectiveness in getting things done, in relation to time and cost requirements
  2. Quality of work – adherence to an expected standard of result that is a part of a job or activity
  3. Initiative — the ability to act without the help or insistence of others
  4. Teamwork – a cooperative effort by a group or team to produce a desired result
  5. Problem solving – process of finding a way to successfully resolve a difficult situation or problem

Evaluating Employee Performance

Think of the employees that report to you when looking at the above list. You can even create a gird where you list each employee in a column next to the competency. Here is a link to download the grid I use. Rate each employee for each competency on a scale of 1 to 5., 5 being excellent.

 

A fast-paced employee might be higher on productivity and lower on quality as they probably rush through things versus a lower paced employee who tends to focus better.

 

Using these competencies creates a great opportunity for discussion with the employee. In my last article and video I explained how to conduct the review using the job description and you can use the same tips with these criteria.

 

The key is to reflect on each employee according to these criteria and jot down their strengths and weaknesses so you can give feedback on both.

 

Make sure you introduce the criteria and the evaluation form to be used to your employees before holding the review sessions.

 

I have created an employee performance evaluation form template that can be downloaded with these competencies or add your own. You can also use the job description along with this form and competencies to expand the discussion with the employee.

 

The most important aspect of an employee performance evaluation is the time you spend with the employee. Make it an opportunity to build the relationship and to get cleat on where you stand in terms of their performance.

 

In addition, make it a point to give regular feedback to the employee so that there is no misunderstanding and major disagreements when you sit down for a more in-depth formal review.

 

In my next article and video, I will take this a step further to suggest a way to set performance improvement objectives and I will provide a form to use for that purpose.

 

happy employees are more productive

Proof that Happy Employees are more Productive

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I came across this video by the author of The Leading Brain book, Friederike Fabritius. She explains the chemical reactions in the brain that take place when people are happy in their work and performing well. She also talks about change and habits and how to mentally make a change in habits.

 

Here is the link to the video

 

 

employee performance review

Conducting a mid year or quarterly employee performance review

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An employee performance review is an important aspect of managing employee performance. Most companies have a policy to do an annual review at the minimum. Many small businesses don’t have a formal process but good leaders will take the time to sit down and discuss performance with employees.

There are some good reasons why you should conduct regular employee performance reviews more often than just once a year.

  1. Employees need to know how they are doing on the job. An employee performance. review will act as a scorecard
  2. An opportunity to set new performance improvement objectives.
  3. Identify and solve problem affecting performance.
  4. Get a sense of how the employee feels about their job.
  5. Identify ways you could better support the employee.
  6. Develop training and development opportunities.
  7. Give employees feedback and positive reinforcement.
  8. Build trust and collaboration.
  9. Evaluate yourself as a leader and manager through their feedback.
  10. Improve employee retention.

 

Conducting the employee performance review

employee performance reviewSome companies have a structured approach for managers to use to conduct the employee performance review. Even if your company does not have a structure in place, it can be quite simple.

  1. Use a job description to review responsibilities and tasks. If you don’t have job descriptions this would be a good opportunity to put them in writing. Check out my articles and videos on job descriptions.
  2. Schedule the date to meet each employee. Send out a calendar invitation with a brief explanation of the purpose of the meeting.
  3. Start the meeting with the employee by putting them at ease. Explain the purpose of the review is to discuss and agree on performance, set improvement objectives and identify ways to better support the employee.
  4. Review the key responsibilities and tasks and ask the employee to evaluate how they think they are doing on a scale of 1 to 10, 10 being excellent. Do the same so you can compare notes.
  5. Compare the employee’s perception with your own. Discuss any discrepancies in perception and come to an agreement on the score.
  6. Set performance improvement objectives for high-priority responsibilities and tasks.
  7. Ask the employee to give feedback on your leadership and management. Ask what they need from you to do their job better
  8. Summarize the commitments from the employee and yourself for performance improvement objectives.
  9. Set a date for any coaching that would be required to achieve the performance improvement objectives.
  10. Set a date for the next review session and add to your respective calendars.

Following these steps will ensure a successful employee performance review meeting and help you realize the benefits that were listed above.

employee performance reviewOften the biggest obstacle is time. Everyone is busy doing many things and it is easy to put aside this important activity. However, this is an essential aspect of good leadership and employee performance management. The solution is to commit and schedule the time in your calendar.

The other obstacle is fear or discomfort. Many people perceive an employee performance review as an unpleasant experience. At first this may be the case if you have not done it on a regular basis. But you can make this a pleasant experience both for yourself and the employee by following the steps listed.