Each employee has their own individual actions and goals, and it is your job to make sure they are on the right track to achieve them.
Even the best managers have a hard time getting through the routine of assessing team performance. Assessment is a powerful tool that can be tied to the overall performance and success of a business.
Performance can be judged generally as progress towards achieving your goals. When goals are well defined and understood by the team, it is easy to evaluate performance and appreciate employees. It also allows you to easily identify areas that need improvement and those that are working fine. Effective managers pay attention to crew performance throughout the year, giving the necessary guidance.
Discussions about efficiency are of great importance to employees and are often the starting point for salary negotiations. Managers can maximize the effectiveness of their assessments by creating an environment that encourages open communication:
Schedule meetings well in advance. If you are planning more meetings, try to reserve several days in a row so that they go on without interruption.
Choose a separate office, without phones, computers or colleagues. You can choose a location outside of your workplace, such as a rented conference room or even a restaurant.
Make sure you have enough time for the interview. The morning is usually better because urgent tasks are less likely to arise.
Prepare for the meeting, review the list of the employee’s tasks established during the previous assessment and mark the points to be discussed.
Ask the employee to prepare for the interview.After preparation
Focus on your employee assessment to ensure communication during the interview.
Begin by assessing your core responsibilities. Determine the degree of their execution. Where the efficiency is less than expected. Use examples to support you.
Evaluate each goal you set in advance. To what extent have they been achieved. What helped and what hindered the achievement of the goals? How can you help?
Be open-minded. Be prepared to adapt or revise the discussion topic based on the course of the conversation. Use the points you have prepared as a guideline, allowing the employee to express their opinion.
Approach your commenting constructively. Be specific and objective. Use facts instead of generalities. If possible, offer support and training to improve employee performance.
Focus on professional development. Performance appraisals are a great time to discuss employee development opportunities in their current position or promotion.
Look to the future by setting goals for the next period. Make these goals measurable and achievable. Encourage the employee to set goals and make their own suggestions. They are more likely to be achieved if they are activities that the employee identifies.