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No matter what management says, it's not easy conducting employee evaluations and creating constructive comments. As a supervisor, you will have to review an employee for his performance through the year and it's not an easy job. The majority of companies put in checks and guards that ensure that the employee evaluation is right and impartial. Nonetheless, it's the duty of the immediate supervisor of an employee to check his performance day to day and note down positive and negative areas of day to day performance.
It becomes the responsibility of the immediate supervisor to call in the worker for the evaluation. We know that no one really likes employee evaluations but they are mandatory. As a result, if you are the manager, you can begin by setting a convenient date for evaluation.
1. Start by clearing your mind. All staff members work because they need the cash. As a result, there is a good chance that a recent unsatisfactory performance will have serious hidden explanation. It might be a divorce, financial problems, sickness etc. Do not consider unsatisfactory performance as a personal affront on you or the business. Evaluate the worker for the job he has done and all positive and negative points and comments that he or she has.
2. Keep a positive approach to the assessment. Make sure you assure the employee of this positive approach. No one likes unfavorable comments and the right tone is needed to ensure that the employee does not take your comment as a criticism.
3. Use positive comments while imparting beneficial guidance. Never batter down the employee with a barrage of adverse points. It can be genuinely demotivating and demeaning.
4. Be extremely clear on the problem and what can be done to improve it. The approach may vary from person to person. Some may like a blunt approach while others favor delicate simpler language. State the problem plainly and recommend actions that can be taken to improve it.
5. Share the blame specifically if it is applicable. If you feel that the job was not described properly or the worker was not helped in time, then you ought to accept at least a part of the blame for the process.
6. Allow the staff member time to talk about his or her needs. There will always be issues that the worker will have and this can be a good time to discuss them. Nonetheless, do not digress too much. An employee evaluation ought to be focused on the worker only.
Keep in mind that the comments you use now will go down on the individual's permanent record. Never ever write down any type of comments that will damage the worker irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the worker is helped to work better.
It becomes the responsibility of the immediate supervisor to call in the worker for the evaluation. We know that no one really likes employee evaluations but they are mandatory. As a result, if you are the manager, you can begin by setting a convenient date for evaluation.
1. Start by clearing your mind. All staff members work because they need the cash. As a result, there is a good chance that a recent unsatisfactory performance will have serious hidden explanation. It might be a divorce, financial problems, sickness etc. Do not consider unsatisfactory performance as a personal affront on you or the business. Evaluate the worker for the job he has done and all positive and negative points and comments that he or she has.
2. Keep a positive approach to the assessment. Make sure you assure the employee of this positive approach. No one likes unfavorable comments and the right tone is needed to ensure that the employee does not take your comment as a criticism.
3. Use positive comments while imparting beneficial guidance. Never batter down the employee with a barrage of adverse points. It can be genuinely demotivating and demeaning.
4. Be extremely clear on the problem and what can be done to improve it. The approach may vary from person to person. Some may like a blunt approach while others favor delicate simpler language. State the problem plainly and recommend actions that can be taken to improve it.
5. Share the blame specifically if it is applicable. If you feel that the job was not described properly or the worker was not helped in time, then you ought to accept at least a part of the blame for the process.
6. Allow the staff member time to talk about his or her needs. There will always be issues that the worker will have and this can be a good time to discuss them. Nonetheless, do not digress too much. An employee evaluation ought to be focused on the worker only.
Keep in mind that the comments you use now will go down on the individual's permanent record. Never ever write down any type of comments that will damage the worker irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the worker is helped to work better.
About the Author:
Carmen Meyyer covers stories about personal development and she has most recently written posts about 360 survey software for grapevineevaluations.com.
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