How to Conduct Employee Performance Evaluations

Learn how to…

• Set measurable, meaningful performance expectations.
• Avoid the time crunch and paper blizzard that often accompany performance evaluations.
• Provide an objective, accurate assessment that clearly highlights areas for improvement.
• Overcome the evaluation fear factor and create a dynamic, productive process.
• Navigate the tricky relationship of raises and performance.
• Raise the bar for employees who are already productive and turn things around for struggling staff members.
• Follow through after the evaluation to ensure progress continuesvand agreements are kept.
• Cover difficult evaluation topics without incurring anger.
• Create a dialogue with the employee without losing control of the evaluation.
• And much, much more.

If You're Thinking

• Evaluations are a paperwork nightmare. They take too much time away from critical tasks.
• I’ve never been trained on how to give a review. I’m afraid I’ll blow it.
• I don’t want to hurt employees’ feelings, so I go soft, but I may not be getting through, which in the long run could hurt them more.
• Things actually seem worse in our department after evaluations. We’d be better off without them.
• Employees expect a raise when they’re evaluated, but our company isn’t giving them. How can I keep staff motivated without raises?

Your Staff is Probably Thinking

• Our evaluations are always late, and they don’t really say much.
• I feel like I’m under attack in reviews, and the appraisal is so one-sided. I want to have my views considered in the process too.
• When it comes to reviews, you’re only as good as your last project. All the good work I did early in the review period is forgotten.
• My manager brought up stuff I’d never heard about before. How fair is that?
• No raise? This review doesn’t mean much, if there’s no reward to go with it.

Set strong, actionable expectations and prepare for the evaluation in a way that leads to improved performance

• The role an employee’s job description must play in your evaluation
• How to identify and prepare for potential trouble spots
• A plan for developing and scheduling the evaluation critical steps you must not overlook
• When should pay raises be part of your evaluation process? Alternative solutions that take the heat off this sensitive subject
• How to know if 360º feedback is right for your organization
• Tips for avoiding legal hot water
• Can an evaluation ever be successfully delivered online or by phone?

Give an accurate and objective employee review

• How to effectively - and fairly - evaluate difficult personality types, bad attitudes andemotional employees
• Tips to help you avoid the "golden child" and "bad seed" mindsets and evaluate employees on their true performance
• The key to writing objective documentation that defines expectations, assesses performances andsuggests options for development and improvement
• Understanding how to apply essential communication strategies that can turn a review session into a helpful dialogue
• Meeting employee expectations, what staff members have a right to expect from their evaluations
• The ironclad “do’s and don’ts” when you use a computerized evaluation system
• The differences between a traditional and a developmental approach to performance evaluation - which is better for your team?

Master the dynamics of giving feedback to staff

• Tips to overcome the evaluation fear factor and create a dynamic, productive process
• Steps you can take to create a collaborative, cooperative environment in the evaluation
• When to use an observer as a witness duringan evaluation
• Three ways to neutralize the angry or emotional employee who loses control during the evaluation process
• How to be sure you deliver objective feedback focused strictly on performance improvement
• The criticism trap: what it is and why you must never go there
• How to avoid common evaluation missteps even top managers make
• Types of feedback that are guaranteed to encourage and motivate employees to higher levels of achievement
• Strategies for using the evaluation process to turn even the "Average Joe" performer into a superstar

Enhance the value of an evaluation with follow-up and follow-through

• A process for keeping employees informed and involved throughout the year so the performance review holds no surprises
• Post-evaluation steps every manager must take to maximize the value of the review
• How and why to write objective documentation following an evaluation
• Ensuring that agreed-upon goals don’t fall through the cracks
• How to maintain control and provide continued guidance to the employee who doesn’t agree with your evaluation
• What to do about an angry employee who vents to others following the review
• The best ways to recognize and reward employees for a job well done