Source: smallbusiness.chron.com/ Carl Hose
Note: Two weeks ago we covered the types of Reviews for Employees. This week we take a look at how to conduct an Employee Review – this article is clear, short and concise and has some very practical advice on conducting reviews.
Evaluating employees for performance, productivity and professionalism is a part of every supervisor’s responsibilities. Conducting regular employee evaluations is an effective way to ensure the standards of the company are met and to keep an open line of communication with your employees. This can lead to a more productive workplace and can help ensure that valuable employees are recognized and employees not pulling their weight can be handled appropriately.
Establish benchmarks for evaluation with all employees ahead of time. This means outlining the duties and responsibilities of each employee as quickly as possible. You can’t conduct a successful evaluation of an employee who doesn’t have a clear understanding of what is expected. Once you have established benchmarks for evaluation, you can monitor employees and evaluate them according to performance benchmarks you’ve established.
Fill out an evaluation form that includes the employee’s personal information, job title and description and a list of the employee’s duties and responsibilities. The form should be simple and direct, with a choice between poor, fair, excellent beside each element. There should be room at the bottom of the form for employer notes and recommendations. Fill the form out before the evaluation so you can go over it with your employee. Some of the evaluation items include professionalism, interaction with co-workers, completion of duties in a timely manner and understanding of the job itself. Indicate how well the employee performs each job duty in his job description.
Review the evaluation form with your employee, going over each of the points on the form. Give a copy to the employee to read as you review it. Be detailed in your explanation of each of the evaluation marks and why you gave the marks you gave. Use your personal observations to illustrate each point, then allow the employee to ask any questions necessary to understand the evaluation.
Discuss with the employee ways to improve weak points in her performance. These should be included on the written evaluation in a section for additional notes. If the employee’s performance requires a probationary period, include notes to that effect in the additional notes section, along with specific information regarding a follow-up evaluation to see if the employee’s performance has improved.