NextGen Know-How: How to write an effective, meaningful performance evaluation
Follow these six guidelines to ensure your next round of employee evaluations are engaging and productive for everyone involved.
Performance evaluations are one of the most dreaded practices in any organization. Employees fear them because they don’t know what to expect, and managers often avoid them because they feel ill-prepared. Evaluations take time, effort and planning, and many managers feel they don’t have the time.
However, when the performance evaluation process is done correctly, it can be meaningful and effective. Employees need consistent and ongoing feedback to work at their peak potential.
An important part of a leader’s job is to manage the performance of employees. This means providing coaching, clarity around expectations and timely and meaningful feedback; developing employees to higher levels of performance; and, when necessary, facilitating difficult conversations.
Most employees want to do a good job. To be effective, they need consistent information to adjust their performance. An evaluation is essentially formal feedback, the purpose of which is to give the employee information to better their performance or to encourage the employee to continue excellent performance.
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