Providing accurate and constructive feedback and criticism is essential to employee growth. Performance evaluations can be a nuisance or a highly valuable assessment tool. The value of a performance evaluation depends on frequency and accuracy. In order to conduct effective evaluations, management must be proactive at assessing competence and productivity. Ensuring that evaluations are clear, concise, objective and straightforward is vital.
An effective performance evaluation must reflect the entire performance period. Management should take substantial notes throughout the period to avoid relying on memory alone. Managers must be able to recognize when an employee is performing well or falling short and should not postpone having a performance discussion. Informal discussions throughout the evaluation period to discuss potential issues and improvements can prevent management from leaving things out in the formal review.
Proper performance evaluations should give employees a platform for growth. Maintaining professionalism with constructive criticism, feedback, and suggestions on how to improve weak areas allows employees the opportunity for personal growth and improvement. Employees under evaluation should be prompted to respond to any results following the review period and allowed to propose opportunities for improvement.
An article published by businessnewsdaily.com stresses the importance of allowing the employee under evaluation to do most of the talking or at least speak first. Allowing employees the opportunity to weigh in and make suggestions opens lines of communication for the future and provides management insight into what they can do to help employees improve.
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