8 tips for effective performance evaluation

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Effective performance evaluation is the key to team and individual performance and growth . If carried out effectively , Performance evaluation will bring positive benefits , Including improving enthusiasm 、 Ability to improve working relationships and Succession Planning .

Catalog
1 What is performance appraisal ？
2 How to evaluate ？
3 Performance evaluation methods
3.1 Traditional performance evaluation
3.2 Other performance evaluation methods
4 Employee performance management
5 Why do some people hate performance appraisal , And why they shouldn't do this
6 Provide effective performance 8 Evaluation skills
7 in summary
What is performance appraisal ？
Performance evaluation provides a forum , Employees can discuss their past performance and future development opportunities with their managers . They also opened a dialogue between managers and employees , Here you can discuss team and business objectives , And relate to the employee's personal goals .

Effective performance evaluation 8 A hint
How to evaluate ？
During employee evaluation , Employees may wish to request additional support or express interest in future promotion opportunities . Managers can use this opportunity to consider whether their requirements are appropriate , And identify any resources needed to achieve this requirement . From the paper , Performance evaluation seems to be critical to the success of an organization . But in recent years , The value of conducting annual performance evaluations has been reviewed , Many employers choose more frequent 、 Informal conversation about job performance .i4CP A study of , Of all companies, only about 52% Conduct annual performance evaluation . Besides , Only 55% Of employees think their employer's performance evaluation process is effective .

Performance evaluation methods
Traditional performance evaluation
Traditionally , The performance evaluation process includes .

Face to face meetings between managers and employees . Used to discuss past performance and expectations for the future
Review any previously set goals
Set new goals for employees , Make it work hard in the next review period .
Keep a written record of the discussions between managers and employees
Other performance evaluation methods
Employee evaluation is often used in conjunction with other performance evaluation tools , for example .

Self evaluation or personal evaluation – Ask employees to answer questions about their own performance
360 Degree evaluation – Solicit feedback on employee performance from multiple sources , Usually the colleagues that employees often work with 、 Direct reports and indirect managers or supervisors . You can learn more about how to implement in your organization here 360 Degree feedback .
Employee ratings – A standardized rating or rating system is used to evaluate according to certain criteria , Such as ability 、 Behavior and personal characteristics .
Assessment Center – Ask a group of employees to participate in a series of exercises , To understand their personality and working methods .
No matter which performance management method your company chooses , The opportunity to exchange feedback in the workplace is invaluable , It should continue to be an important priority .

Employee performance management
An important part of the success of any company is to keep employees on the right track , Moving in the same direction , And have good motivation . Employee performance management plays a key role in this process . In order to maintain and improve the performance of the staff , Regular and continuous meetings between employees and their managers are necessary . It enables the discussion about performance to focus on how to improve , How to support them , And how they align with the company's strategic goals . Through this form of communication , It means it's not just a one-way street . It allows employees to communicate effectively with the people above them . Through communication , They can work together to propose a plan 、 Methods of monitoring and reviewing objectives , These goals are not just for employees , It is also a long-term goal and contribution to the company . The purpose of employee performance management is to make the team consistent with the current business objectives , At the same time, create a platform , Enable managers to develop 、 Support and help their employees improve their overall performance .

Why do some people hate performance appraisal , And why they shouldn't do this
Effective performance evaluation is to motivate employees to achieve their personal goals 、 Measuring performance against team goals and giving praise provides a useful way . But for many people , At the thought of accepting （ Or indeed ） Annual performance evaluation , They will feel fear . After all , The idea of having an embarrassing formal discussion about personal performance is unlikely to appeal to either party . Leadership IQ （Leadership IQ） A recent study confirmed that , This feeling is universal – Only 13% Of managers and employees believe that the performance evaluation of their organization is valuable . And when it comes to CEO when , Only 6% Of people think that the performance evaluation system in their organization is useful . Some key issues raised by employees related to performance evaluation include ：

exceed 50% Of the respondents said their performance evaluation “ never “ or “ Very few “ yes “ Open 、 Honest and meaningful ”. This indicates that there are problems related to the way the evaluation manager communicates .
40% Of the respondents said their leaders “ never “ or “ Very few “ Recognize their achievements . This shows that , In the evaluation discussion , Managers fail to thank and praise employees for their contributions .
36% Of respondents said they “ never “ or “ Very few “ Know whether their performance has reached its due level . This shows that , In performance appraisal , Managers did not specify what they expected of their employees .
There are many reasons why managers hate performance appraisal , Although in fact, these reasons are often related to their own performance or management style . for example , In the past, no goals were set for employees , It may mean that the manager has no tangible evidence to evaluate during the annual review . Again , If they can't get close , Fear of giving negative feedback , Or have not received appropriate training to conduct effective employee performance evaluation , This will affect their enthusiasm for the evaluation process .

Provide effective performance 8 Evaluation skills
If you do well , Evaluation should be a positive experience for both the evaluator and the evaluated . Here you are 8 Evaluation skills , To help achieve effective performance .

Master your assessment skills
If you haven't received any formal training on performance management , It's time to ask for training . Even if you have received training , You can also consider asking for review , To ensure that you can keep abreast of the company's policies . Consider asking your colleagues for honest feedback about your management style , Because this may affect your ability to conduct effective evaluation .

Preparation is the key
Arrange a private meeting place , Minimize interference . Give employees enough notice in advance （ Two weeks is the best ） And process overview . If your organization requires employees to fill out a self-assessment form , Make sure to distribute before the meeting .

Encourage two-way 、 Open discussion
Ask employees open questions about their performance . Give positive feedback on areas where they have done well 、 Thanks and praise . If they identify any areas that need to be developed , Admit these , And lead the conversation , Improve these areas through training or additional support .

Remember to listen
Actively listen and consider nonverbal cues , Such as body language , Is crucial . When employees speak , Don't interrupt them , Although you may want to ask some tentative questions to clarify your meaning . Before moving on to the next discussion point , Take time to summarize the conversation , Check both parties' agreement and understanding of future expectations .

Involve employees 7 Three drivers are included in your discussion
This will enable employees to publicly reflect their feelings in the workplace . You can ask employees to use the Likert scale to answer the following questions , for example ,0（ never ） To 5（ Always ）– This is a good way to track any changes .

free – Do they have the flexibility to choose and make decisions ？
Clarity – Whether there are clear goals and objectives ？
Challenge – Do they have a pleasant and relevant job ？
grow up – Do they have opportunities for development ？
recognition – Whether they are praised and appreciated ？
unity – Whether there is cooperation within the team 、 Support and trust ？
voice – Whether their ideas and opinions are respected ？
Provide feedback regularly
Give employees an opportunity to discuss their performance temporarily – Not just in the annual performance review . Take the opportunity to discuss performance formally and informally , Ensure regular training and development when needed . Avoid giving feedback “ preservation “ In performance evaluation . There should be no surprises in the annual review , So if you have doubts about the performance or behavior of employees , You should ask them this question as soon as possible . When providing feedback , Remember to give specific examples . If you have reason to discuss a problem with employees before , Then as part of the formal performance review process , It is important to discuss this problem . similarly , Don't be afraid to celebrate success outside the formal review process .

Make sure the goal is SMART Of
Concrete 、 Measurable 、 Feasible 、 Realistic and time bound . Before finalizing the goal , Make sure employees agree to all these points , Because they may have different views . The objectives should also be consistent with the overall business objectives , So that employees can see that they are “ The big picture “ Position in , And how they can make positive contributions . Consider your own personal goals 、 Take out the copies of team goals and business professionals in the coming months and years , So that these contents can be considered in the process of setting goals .

Record the discussion （ Electronic or paper ）.
After the meeting , A copy should be issued to employees as soon as possible . Once they have time to think , Propose any necessary modifications to provide the opportunity .

in summary
Traditionally , Performance evaluation tends to reflect past performance , But it's also important to focus on the future . Effective performance evaluation is a two-way process between the evaluator and the evaluated 、 Personalized dialogue . It should include ：

Employee to individual 、 Feedback on the contribution of the team and company objectives
Set for the upcoming review period SMART The goal is
Discuss training needs and potential future development opportunities .
Your organization may choose to conduct an annual performance evaluation , But it is important to ensure that this is not the only opportunity for employees to discuss their performance . Managers should strive to provide regular performance feedback in an informal manner throughout the year .

In order to avoid performance evaluation based on the subjective opinion of a manager , Consider collecting before the evaluation meeting 360 Degree feedback . Use Tita Such a performance evaluation system , It may make you get more objective information about the performance of employees , So as to make a more objective and comprehensive evaluation .

Effective performance evaluation 8 A hint