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How to Make Performance Evaluations Really Work

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How to Make Performance Evaluations Really Work

A Step-by-Step Guide Complete With Sample Words, Phrases, Forms, and Pitfalls to Avoid

Wiley,

15 min read
10 take-aways
Audio & text

What's inside?

Handle performance evaluations poorly and risk a lawsuit, but do them well and everyone benefits.

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Editorial Rating

7

Qualities

  • Applicable

Recommendation

This practical guide is a must-read for anyone who conducts performance evaluations - especially for those new to the process. Step-by-step, it explains why you should evaluate employee performance, how to set up a program and how to conduct the evaluations. The appendices alone are invaluable. Author Glenn Shepard provides nearly 60 pages of useful, hands-on materials. Appendix A is packed with words and phrases that will enable you to be specific about your observations of employee behavior in areas such as attendance and workplace safety. Appendix B provides five performance evaluation forms that demonstrate a variety of evaluation techniques, such as using essays or assigning numerical values to weighted descriptive scales. Appendix C includes several self-evaluation forms organizations can use as models. getAbstract recommends this book to managers, supervisors and human resource professionals who must develop workable, legally sound employee performance evaluation systems.

Summary

Why Evaluate?

In the hands of a skilled manager, a performance evaluation is an excellent management tool. It can prevent lawsuits, safeguard your company against fraudulent unemployment claims and help employees focus on corporate goals and objectives. Evaluations are not only beneficial to the organization. Well-done evaluations have a huge impact on the performance, behavior, attitude and morale of individual employees and work units. Employees learn what they are doing right, whether they are meeting expectations and how to improve. They learn to enhance their value to the company and their employability. Managers gain valuable insight into what employees think of their own performance and have a chance to correct poor behavior. Instead of having to impose discipline they can determine what sort of additional training employees need or want - a better solution for everyone.

The content of an evaluation should never come as a surprise to your employees, since you already should be providing feedback verbally and through your daily decisions. The appraisal, evaluation meeting and written documents are formalities that spell out what the employee already knows.

About the Author

Glenn Shepard runs seminars for managers. He wrote How to Manage Problem Employees.

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