Tips To Stop Avoiding Performance Evaluations
We've all learned the lesson, "If you don't have anything nice to say, then don't say anything at all.' As supervisors, this is not a good lesson for us to practice in the workplace. Yet, we're generally hesitant to communicate "bad news" messages to our employees. The following ideas should help you find the balance in your personnel communication:
- Begin your habit of communicating performance feedback when an employee starts to work. If on a regular basis you compliment accomplishments and identify problem areas without punishment, these comments will be perceived as part of your style and expectations.
- Be consistent across employees in giving feedback. Avoid having favorite employees who get all the positive comments and choice work opportunities. Develop all your employees by communicating a balance of acknowledgments for good work as well as identifying areas where improvements can be made.
- Say "thank you" and "good job" regularly.
- Don't assume your employees know what you're thinking. Just because you are role modeling appropriate skills or behavior doesn't mean the employees understand that similar behavior is expected of them. Communicate by word as well as by action.
- Don't save all your feedback for the annual review. By then, bad habits are already established (yours and theirs). If you have regularly communicated your performance expectations to them, then the more formal annual evaluation should be no surprise - just a recap of strengths and growth opportunities.
- Allow for two-way feedback. Chances are there's something you can be doing better for your employees. Ask them for their ideas on your strengths and growth opportunities. Let them see how well you integrate their ideas into your work style.
- Develop a performance appraisal form that directly correlates with each position or group of positions in the company. A form that is too generic may not evaluate performance specifics effectively. Make sure that all criteria being evaluated and all comments made are job-specific. Stay away from the personal, unless it is impeding job performance.
Arlene Vernon,
Keep your employee appraisals on track with our evaluation forms:
Employee Evaluation FormA concise one page form (pdf)
Employee Performance Appraisal A more comprehensive form for you to evaluate the employee in numerous areas and skills (pdf)
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