How to Conduct Employee Performance Evaluations

Learn how to…

• Set measurable, meaningful performance expectations.

• Avoid the time crunch and paper blizzard that often accompany performance evaluations.

• Provide an objective, accurate assessment that clearly highlights areas for improvement.

• Overcome the evaluation fear factor and create a dynamic, productive process.

• Navigate the tricky relationship of raises and performance.

• Raise the bar for employees who are already productive and turn things around for struggling staff members.

• Follow through after the evaluation to ensure progress continuesvand agreements are kept.

• Cover difficult evaluation topics without incurring anger.

• Create a dialogue with the employee without losing control of the evaluation.

• And much, much more.

If You're Thinking

• Evaluations are a paperwork nightmare. They take too much time away from critical tasks.

• I’ve never been trained on how to give a review. I’m afraid I’ll blow it.

• I don’t want to hurt employees’ feelings, so I go soft, but I may not be getting through, which in the long run could hurt them more.

• Things actually seem worse in our department after evaluations. We’d be better off without them.

• Employees expect a raise when they’re evaluated, but our company isn’t giving them. How can I keep staff motivated without raises?

Your Staff is Probably Thinking

• Our evaluations are always late, and they don’t really say much.

• I feel like I’m under attack in reviews, and the appraisal is so one-sided. I want to have my views considered in the process too.

• When it comes to reviews, you’re only as good as your last project. All the good work I did early in the review period is forgotten.

• My manager brought up stuff I’d never heard about before. How fair is that?

• No raise? This review doesn’t mean much, if there’s no reward to go with it.

Set strong, actionable expectations and prepare for the evaluation in a way that leads to improved performance

• The role an employee’s job description must play in your evaluation

• How to identify and prepare for potential trouble spots

• A plan for developing and scheduling the evaluation critical steps you must not overlook

• When should pay raises be part of your evaluation process? Alternative solutions that take the heat off this sensitive subject

• How to know if 360º feedback is right for your organization

• Tips for avoiding legal hot water

• Can an evaluation ever be successfully delivered online or by phone?

Give an accurate and objective employee review

• How to effectively - and fairly - evaluate difficult personality types, bad attitudes andemotional employees

• Tips to help you avoid the "golden child" and "bad seed" mindsets and evaluate employees on their true performance

• The key to writing objective documentation that defines expectations, assesses performances andsuggests options for development and improvement

• Understanding how to apply essential communication strategies that can turn a review session into a helpful dialogue

• Meeting employee expectations, what staff members have a right to expect from their evaluations

• The ironclad “do’s and don’ts” when you use a computerized evaluation system

• The differences between a traditional and a developmental approach to performance evaluation - which is better for your team?

Master the dynamics of giving feedback to staff

• Tips to overcome the evaluation fear factor and create a dynamic, productive process

• Steps you can take to create a collaborative, cooperative environment in the evaluation

• When to use an observer as a witness duringan evaluation

• Three ways to neutralize the angry or emotional employee who loses control during the evaluation process

• How to be sure you deliver objective feedback focused strictly on performance improvement

• The criticism trap: what it is and why you must never go there

• How to avoid common evaluation missteps even top managers make

• Types of feedback that are guaranteed to encourage and motivate employees to higher levels of achievement

• Strategies for using the evaluation process to turn even the "Average Joe" performer into a superstar

Enhance the value of an evaluation with follow-up and follow-through

• A process for keeping employees informed and involved throughout the year so the performance review holds no surprises

• Post-evaluation steps every manager must take to maximize the value of the review

• How and why to write objective documentation following an evaluation

• Ensuring that agreed-upon goals don’t fall through the cracks

• How to maintain control and provide continued guidance to the employee who doesn’t agree with your evaluation

• What to do about an angry employee who vents to others following the review

• The best ways to recognize and reward employees for a job well done