Employee Evaluations, Part 3

July 17th, 2012  Posted at   Wellness
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Be open and honest. Cover all strengths, weaknesses and points of improvement that you need the employee to address. Don’t “dance around” issues! Be direct and discuss each issue thoroughly. Make sure your employee clearly understands any agreed-upon solutions. You may want to have the employee sign the evaluation form stating that you have explained the entire evaluation to them and that they completely understand it.

Offer resources. Once you have identified and agreed upon areas that need improvement, make available to the employee the resources necessary to assist them in making the appropriate improvements. Books, articles, videotapes, audiotapes, and workshops and seminars are all effective training tools and resources.

Make evaluation forms simple. Create a clear and easy-to-read evaluation form. A long complex evaluation form can lead to employee confusion and misunderstandings.

Know the compensation plan. Be prepared to answer all questions on employee rewards and salary adjustments. If an employee is eligible for a salary adjustment, be prepared to inform them of their adjustment at that time.

Again, be prepared. Develop a format and procedure that you feel comfortable with, and one that encourages time efficiency and employee input.

Remember to be professional, honest, confidential and prepared when conducting your evaluations.

By doing so, the increase in your organization’s level of excellence and service will soon make you forget about any problems or inconveniences the evaluation process may have created.

Ideally, employee evaluations should be conducted at least twice a year, if not quarterly. Let your employees see for themselves that the evaluation process does not have to be something to fear but, rather, a process to assist them in growing and developing professionally.

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