Evaluating Performance

Performance evaluation is vital for any organization. Having an honest conversation with each employee regarding their productivity, accomplishments and general attitude will help them grow professionally and allow the company to be more productive and efficient.  Evaluating employees is not an easy job. It is difficult to critic a colleague’s performance. The main goal of evaluating performance is to provide and receive feedback from employees about different aspects of their job and the company.  To achieve a successful performance appraisal, the organization should create a system where all the important aspects of the role are discussed.  The following tips will help you build the best evaluation process for your business.

Evaluation Method
The appraisal process should have a standard evaluation where management will be able to assess each aspect of employee’s performance. It should focus on job expectations in connection with company goals. For team leaders and management, it should measure factors like; their ability to plan, communicate, guide, lead, control and manage their department, knowledge and experience, people skills and capability to build a successful team. Feedback from other individuals like different department managers, team leaders and other employees should also be taken into consideration. As a CEO or company owner, your job is to make sure this is done in a fair, objective and periodic process. This will avoid misunderstandings and labour complains.

Appraisal Meeting
After evaluating each employee set up a time to meet with them and discuss the results. Ensure that feedback is done in a two-way communication, your employees constructive criticism is critical to the company’s progress. Be professional when giving comments about performance. Focus on the person’s key performance indicators (KPIs). Do not dwell on the employee’s failures, help them understand what needs to be improved on and why their job is important to the company. Balance the feedback. Always let them know and make them feel their worth. Tell them the value of achieving their goals and provide suggestions to better their craft. Have a guideline for the meeting and be very careful with the ways you express your feedback. Remember that a great leader can turn a weakness or failure into a growing opportunity for both the employee and the company.

Follow Up
Following up is equally important as it results to individual professional development. The process will be meaningless without constant follow up on progress.

Take Action
There will be cases where in you will need to discipline an employee. Every company should enforce a disciplinary action when employees don’t follow company’s policies or meet targets. It’s recommended to have different levels of escalation for various situations. These may include, verbal warnings, written warnings, suspension without pay and termination. Be very careful, fair and reasonable when implementing these steps.

A performance evaluation is an important management tool and very useful when making significant decisions on matters like promotions and raises. Recognizing good work will make employees feel appreciated and motivated to perform better in the future.  An employee’s professional development will have a direct impact on organizational success, so make sure to hire leaders that are capable of nurturing employees skills and competence, someone who can motivate workers to achieve the company’s mission. Value and respect your employees’ suggestions and opinions, since that’s essentially their performance evaluation of the organization. Work on the areas that need improvement and facilitate greater communication channels. The more you know your people, the better chances of having a sustainable and profitable business. As Stephan Labossiere said “If you’re not open to constructive criticism, then you’re not open to truly growing as a person”.

 

V. Sanchez | DBPC Blog

Benefits of Getting to Know Your Employees

Business is like soccer. A company is like a soccer team. A manager is like the coach. The team is composed of the employees and their positions make up the game plan. Every time you close a deal or make a sale, you win a match. Haven’t had many victories recently? Need a stronger and more efficient squad? Want to win the World Cup of business?

The answer lies within the saying, “Know those who labour among you.” Be acquainted with each employee individually – personally and professionally. Still not motivated to score the goal of familiarity? Here are some benefits of getting to know your employees:

Effective motivation
Not every incentive is stimulating in the same way to every worker. It’s a fact. Announcing an ugly Christmas sweater day might immediately get one employee planning what to wear, while a crazy hair day will be tonnes of fun for another. Everyone is different. Organizing office events and developing work incentives according to your employees’ interests/personalities will produce better responses and more excitement, leading to greater results. In return, your team will be more cooperative with company management and their increased commitment will catalyze profits and business growth.

Stronger team
When the relationship between a coach and his/her team is solely based on commands, with very little to no appreciation for each player, it’s a breeding group for resentment and loss. Put yourself in the players’ shoes and think about it. How pleasant is it to take yelled orders, without having any freedom to suggest otherwise? Not very. Now what about being able to get advice, sometimes even with a stern tone, but from an individual who you consider to be your mentor in the game and who has shown to have kind and respectable character? Sounds much better, doesn’t it? Well, it’s the same when it comes to the workplace. A boss who honestly cares about each individual in his/her office, and not just about profit and numbers, is easier to work for. Knowing the learning and communication style of each team member is crucial to a playing smooth game and achieving champion results.

Greater profitability
Even though this might be the most obvious benefit, it is far from being the least important. Knowing the strengths and weaknesses of each employee will result in more effective task delegation and better outcomes. Familiarity will also aid in creating a work environment where management’s interests naturally become those of the workers and vice versa. When a company has no need to waste time on dealing with internal strife due to misunderstandings, more energy can be directed towards generating sales and revenue. The healthier the connection is within, the stronger the team is – ready to face any challenge with confidence.

Business is like soccer. Know your team and you will know how to win.

 

Y. Kowlessar | DBPC Blog

The Modern Office

Technology has greatly made an impact in every aspect of our lives by making things easier and better. Life In the 21st century, would be close to impossible without the upgrades that we have in our modern office. Everyone is trying to adjust to the rapid changes by getting accustomed to new gadgets, equipment and software that are released every month. Due to modern technology, everything gets done quicker and easier. Work becomes less strenuous, which makes our job less time consuming. Nowadays, companies don’t even need to hire bachelor graduates to perform office functions, as long as a high school graduate knows how to operate the specific software and possess the skills to perform the job. This translates into low-cost labour. It is imperative for every individual especially the older generation, to continuously upgrade their skills. This will allow them to compete with new graduates and be more effective at work.

Computers have helped a lot in the office. Thanks to this invention, we have outdated the use of typewriters, which is very helpful for encoders in editing compositions and reformatting them with ease. It has decreased the need for filing cabinet space due to its capacity to save files in the hard drive.

Stay at home parents can continue to work and earn income while at home by taking jobs that don’t require them to go every day to the office. As long as they are connected to the internet, they will be able to perform their regular duties without any problem.

Software has helped employees finish their tasks easier and faster every day. Newer software applications are created every month to help employees with their job. Now, calculations are done easily as long as the person knows how to input formulas. Less time is spent on individual tasks, therefore employees can be more efficient and productive.

When holding meetings, not everyone have to be in the same office.  Video conferencing help companies have meetings in different locations at the same time with a simple click of a button. This saves the company from spending on travel expenses, and allows their employees to spend time on more important matters.

Email has aided faster mail delivery. Clients can get their statements immediately rather than waiting for the postman to arrive. Rarely do we go to the post office to send documents. Everything can be scanned, edited, attached and sent instantly to anywhere in the world. This has helped companies save postage, paper, ink and most importantly, time.

Networking has helped in a lot of ways. Companies can now connect to clients through email, skype, messenger, etc. This allows a greater opportunity to reach out to new client prospects and communicate with suppliers and employees.

Technology has helped us in so many ways. We should all continue to upgrade our skills by staying up-to-date with new methods and tools. No one is too old to learn something new. It only takes time, patience and a positive outlook. We are only as good as we aspire to be.

 

 

C. Burca | DBPC Blog

How to Promote the Right People

Big or small, a company is only as good as its employees. Knowing how to promote the right people is a crucial managerial skill. Good work should be rewarded by progress on the corporate ladder, but it can often be difficult to decide who to promote when senior positions are limited, or strong performers are abundant. This week we outline several key factors to focus on when looking for the right worker to elevate.

Great performance doesn’t always translate to great management

While it may be tempting to boost one of your top performers to a managerial role, this can often be negative for both the company and the employee.  A management role requires a completely different set of skills.  Managing individuals involves a certain set of social skills, an empathetic but pragmatic personality and a variety of other traits that may or may not be present in the employee being considered.  If they are thrust into the role unprepared, work can become unpleasant for both them and the people they are charged with overseeing.

Cross-functional skills are valuable

An employee who has a strong understanding of several facets of the business can be a huge asset to any company.  When given greater autonomy in some kind of managerial role, that person should know how to communicate with different departments and understand how their work fits into the bigger picture of the company’s overall mission is key.

Take notice of workers who ask for feedback

Engaged employees maintain an interest in evolving their skill set.  By asking management for feedback on areas where they are strong, and areas where they can improve, they can focus their effort in the right place and become a better worker in a shorter amount of time.  It also demonstrates a level of commitment and interest that goes beyond clocking in from 9 to 5.  These are individuals who are more likely to stick around long-term and will be more suitable for a more senior position.

The best candidates for promotion are often ones that are pragmatic, personable, engaged, and knowledgeable about various facets of the company.  When considering an employee, make sure that you look beyond their numbers and see whether they have the knowledge and the right personality traits to thrive in whatever new position you give them.

 

Lance | DBPC Blog

Enforcing Workplace Rules

Good workplace rules in the office not only keep employees safe, but also keep the business running smoothly. Enforcing workplace rules is important both for employers and employees. Employees need to know, understand and comply with company rules. It is the employer’s responsibility to make sure all regulations are followed consistently. Every employee should be aware of the repercussions for breaching the rules. It could result in disciplinary measures like warnings, suspension or termination of employment. The following factors should be considered when implementing workplace rules:

Know the Rules

Make sure all employees are aware of the company’s policies and procedures. Publish workplace rules in an employee handbook and revise it at least once a year. Distribute copies and require a signed acknowledgement form from employees indicating receipt and understanding of the regulations. Post the rules in different locations, such as the break room, and even online on the company website. Insert policy reminders in employee communications such as open enrollment kits and paychecks to inform employees of immediate changes to policies. Explain workplace regulations to every new hire during orientation.

Apply the Rules

Rules should be enforced consistently and fairly for every employee. It’s also important to establish disciplinary measures when someone doesn’t comply with the company policies.  For example, a common way to handle sanctions is to offer a verbal warning for the first offense, a written warning for the second, a pay suspension for the third, and employment termination for the fourth offense. A set of disciplinary actions may ensure company protocols are enforced consistently. It’s imperative to apply workplace rules in a fair and consistent manner. It must be equal for everyone including management, without regard to race, color, sex or religion.

Employee Involvement and Reward

Encourage employees to ask questions to clarify any concerns about company policies and procedures. By understanding how obeying the rules will benefit them, they may be more inclined to comply. For example, start a program to reward exemplary individuals. Give out awards, pay raises or promotions for individuals who maintain high standards of discipline in the business. These actions can help build positive personal reinforcement for employees to reach the company’ expected level of discipline.

All in all, maintaining discipline in the workplace is vital to create a safe and comfortable working environment for both employees and management.

 

Connie | DBPC Blog

 

References:
http://www2.gov.bc.ca/myhr/article.page?ContentID=9e9afa4b-873a-6734-2ed7-e6c79a89f6cb&PageNumber=2
http://smallbusiness.chron.com/enforce-policies-consistently-work-10970.html