10 Secrets For Effective Employee Performance Evaluation

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  • 10 Secrets For Effective Employee Performance Evaluation

Your employee performance appraisal can help you capture essential data and reduce the risks of doing business. It is a step that must be ongoing, because employee performances fluctuate. Some of the best possible ways to create effective employee performance evaluation are:

  1. Simplify employer review with the use of performance logs.
  2. Have a careful plan of what exactly you want to evaluate.
  3. Measure the intangible traits of the employee.
  4. Make use of non-judgmental measuring components.
  5. Steer clear of major evaluation errors.
  6. Incorporate employee self-review.
  7. Communicate the costs of poor performance with employees.
  8. Do not wait until peak performance to review employees.
  9. Send responses and ways to improve performance to employees after review.
  10. Reward employees when they exceed performance expectations.


Simplify employer review with the use of performance logs

The best how to performance appraisal is the one that is simple enough to understand. Make sure you use performance logs and do not rely on your own memory when writing employee reviews. Make use of a simple record system for this purpose and maintain a single log for each employee so as to avoid complicated system- put all files of the employee in one single folder.

Have a careful plan of what exactly you want to evaluate

Most managers don’t want to sit down and conduct proper performance appraisals of employees; they think it can be time-consuming. To simplify this issue, you can take some time off to discuss a performance problem with an employee, then make effort to address each problem individually with the use of the following yardsticks:

  • Describe the problem associated with the performance.
  • Reinforce standards for the performance.
  • Develop a workable plan for performance improvement.
  • Offer the employee your kind help.
  • Alternate between the use of positive and negative comments.
  • emphasize on the potentials of the employee.


Measure the intangible traits of the employee

When conducting Performance Evaluation, most employers often ignore the intangible factors contributing to performance. Cooperativeness is one of the intangible traits that must be evaluated along with tangible factors. The higher the position of the employee, the more important it is to incorporate intangible traits in employee evaluation. You must follow two basic guidelines when measuring intangible traits, these are;

  • Match the trait to the job directly.
  • Match the intangible trait to the behaviour.

Though you may become subjective when measuring intangible traits during performance appraisal process, however, you can avoid being bias by becoming subjective when measuring such intangible traits. You must focus your review on cogent Examples, especially when the employee being reviewed showed positive and negative behaviour that can be linked to a particular trait.

Use of non-judgmental measuring components and steer clear of major evaluation errors

There are two common errors that can easily show up during an employee performance review, these are;

  • Evaluating attitude and not performance of the employee.
  • Evaluating inflation (for instance an employee is punished based on recent errors and not considering past records).

Evaluating attitude and not performance is one of the errors you must avoid if you are looking for how to conduct appraisals successfully. Vague statements, especially those made on gender, age, race and disability must never be part of an appraisal of an employee. Secondly, reviews must not be inflated especially when reviews do not reflect the overall performance of the employee.

Incorporate employee self-review

Judging others can be a daunting task when employers don’t allow employees to judge themselves. In order to avoid a perception-driven staff appraisals. When you conduct an appraisal of someone you like , you may likely inflate their grades, but when you allow the employee to perform a self-appraisal , and then compare it with your own appraisals, then you can find a common ground where a unilateral and decent appraisal will be made. Though self-appraisal may force an employee to award higher ranks to himself or herself, but when a second review is performed by someone else, there can be a common ground for an agreement.

Communicate the costs of poor performance with employees

The management must make effort to make employees realize the costs of poor performance within a business organization. Inadequate employee performance can cause drastic reduction in productivity, which means less revenue are generated and in some cases, an organization may fold up are resources become scarce. When the costs of poor performance are communicated to employees, they will definitely want to increase their loyalty.

Do not wait until peak performance to review employees

Most employers conduct Reviews only when employees have reached their peak performance. Most employees only increase their performances when they are being monitored, but performances go down once staffs are not being watched. When employees work harder at certain times, they can’t be evaluated effectively at such period, employers can actually make use of Attendance Software to monitor and review performances.

Send responses and ways to improve performance to employees after review

Sending a Sample response to evaluated employees can be a form of warning especially to employees who are performing badly in recent times. Employees must realize the cost of performance, and any negative review on their records may affect their career in the nearest future.

Reward employees when they exceed performance expectations

Rewarding employees for their performance can help them sustain such performances because they don’t want to get negative reviews. You can make use of a Scheduling Software to schedule performance appraisals for workers, and send them results so they can have a chart from month to month- this will help them monitor their performances. One recommendable tracking system you should consider is Workly. This software helps schedule performance appraisal in the most effective manner. The software is also reliable and 100% effective in payroll management, Human resources management, and administrative jobs.

Workly is an app that updates itself constantly and does not slow down the your device system. The software helps in managing employee issues, including records of holiday accruals and time offs.

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