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