How to Conduct a Performance Evaluation
Performance appraisals or evaluations should be an ongoing duty at any small business. Performance evaluations help management determine where employees excel and where they need to improve. The process should provide fair and honest feedback so workers can better understand their roles and responsibilities. There are certain guidelines you should follow to ensure you conduct performance evaluations effectively.
Inform your staff that performance evaluations will be conducted on a regular basis for all employees, typically once a year. Let them know why the organization wants to conduct the evaluations and how they might benefit from the process.
Develop rubrics, or standards of performance, for each type of job in your organization. These rubrics should include a list of the criteria that the evaluation will be based on. They also include descriptions of goals and achievements.
Explain the rubric process with staff so they will be aware of the criteria used in their performance evaluations. Keeping the process transparent helps reduce stress caused by the uncertainty of not knowing what is expected.
Meet individually with all employees one to two weeks before their
performance evaluations to schedule a convenient time. Remind them of the criteria to be used in the evaluations.
Ask the employee to highlight significant elements of his performance he wants you to pay particular attention to. Discuss any personal goals he might have previously set for himself.
Interview co-workers, immediate supervisors, and clients to obtain additional information about the employee's ability to meet expected targets.
Ask the employee to complete a self-assessment as part of the evaluation process. Have him describe his strengths and weaknesses.
Research previous evaluations for the employee to determine if there has been growth and improvement since his last appraisal.
Compile all relevant employee information prior to the evaluation. This should include details of an employee's achievements, work record and new training. Meet with the employee to discuss the information and share your observations. Let him know areas where he excelled and areas where he needs to improve. Be specific and cite examples to back up your points.
Consider including a rating scale at the end of the report to indicate if the performance was excellent, satisfactory or unsatisfactory.Source: yourbusiness.azcentral.com