Sabrina Schleicher, PhD, PCC, BCC
Lisa Kramer, PCC
- Do employee evaluations on employee anniversary dates, rather than trying to do them all at once during a certain time of year. Doing more than a couple evaluations at a time is overwhelming for even the best of business owners.
- Don’t “save up” employee performance problems for the evaluation. Instead, make it a practice to address problems with employees as they arise. This will make it easier for you to do the evaluations, and your employees won’t be surprised during the evaluation.
- Keep a log of employee successes throughout the year. This will jog your memory when it comes time to do the evaluation. Try to be specific, using examples. Specific feedback about strengths and successes is much more valuable to employees than global feedback, such as, “You are great with customers!” Instead, identify specific behaviors you observe, such as, “I’ve noticed that when you deal with a complaint from a customer, you consistently ask the customer how the customer would like the problem resolved. I appreciate that.”
- Give feedback using the “sandwich approach.” In other words, layer constructive criticism between comments regarding the employee’s successes or strengths.
- To heighten employee self-awareness, ask employees to evaluate themselves. This provides an excellent opportunity to identify and discuss gaps between your perceptions and the employee’s perceptions. Discuss how the employee’s self-ratings compare with your ratings. When there are gaps, ask for the employee’s feedback regarding the gap. You might ask, “What do you make of it that you gave yourself a “5” in leadership potential, and I gave you a “3”? Gaps in employer and employee ratings are great areas to target for setting performance goals with the employee.
- Approach the evaluation with the employee with a mindset of curiosity. Here are some effective questions to ask during the evaluation: How do you see your performance this year? What Wins/Successes did you have? What challenges came up for you? How did you respond? What did you learn? What might you do differently next time?
- Create accountability for any areas targeted for improvement. In other words, how will you both know the employee is making progress on these goals?
- For an employee who is experiencing problematic performance, regular follow-up with specific accountability is critical to the employee’s success. For example, if you both decide the employee will work alongside another employee for a period of time to assist in filling in learning gaps, it is important to have a specific plan in place as to how long they will work together. You might request a weekly progress report about how it is going.
Try this ” Get into Action” Tip: Start your list of Wins and Successes for your employees today. Look for opportunities to acknowledge your employees for what they are doing well. Tell them what you are noticing!