Employees have to be appraised from time to time to see to it that their performance at the workplace is up to standard. How else can you, as an employer, ensure that you obtain value for your money? For this feat to be achieved, you have to come up with some standards and adhere to a strict regime.
We are here to help you with these. Our discussions that follow shall endeavor to guide you through the steps you will ordinarily have to take to accrue this necessary end result. How about you taking some of your time to learn through these steps?
The steps and tips below shall surely aid you in performing an employee evaluation:
Develop an Evaluation Form
You have to develop an employee evaluation form. This is basically a checklist of the parameters which you shall be on the lookout for. Also, it spells out the timelines which you have to adhere to in order that you come up with a great evaluation outcome possible.
The form has to be easy to understand, has to capture every detail that the evaluation exercise might have to examine and be easier to follow. To be on the safe side, you have to produce numerous copies of this form and make the same readily available for just about anyone to access.
Identify Performance Measures
Next, identify the performance measures. These are the yardsticks or parameters that the evaluation exercise shall be studying to ascertain their progress or efficacy. They include work attendance, the number of sales closed, the number of revenues brought in the business, and the reviews from clients.
These performance measures form the core of the evaluation exercise as they are the ones that really aim at showcasing the conduct of the employees. You have to be very comprehensive to prevent a situation in which you might have to forget or downplay one or two indicators. Feel free to seek some expert assistance if stuck.
Set Guidelines for Feedback
A typical evaluation process entails the receipt of appropriate feedback from the employees whose performances are at stake. This feedback has to be returned within a realistic timeframe. It is taking too long maybe a recipe for chaos, not to mention able to cause confusion.
Thus, you should also see to it that you set strict yet realistic timelines within this feedback has to be given out. For best results, you should break down each aspect of the appraisal and set aside specific yet accurate timelines that correspond to each. While at it, also specify the person to whom the feedback has to be delivered.
Create Disciplinary and Termination Procedures
It is not uncommon for the evaluation to inevitably lead to a termination or some kind of disciplinary undertaking. That is informed by the fact that at least one employee will no doubt be found to have contravened the rules of engagement. To take care of this, you ought to put in place some disciplinary and termination procedures.
These are the steps to be taken to deal with circumstances in which an employee is found to have fallen short of the requirements and procedures of work. In fact, these procedures have to be ingrained in the contract and have the employee sign against before adoption.
Set an Evaluation Schedule
Round it up by creating a feasible evaluation schedule. A schedule is principally a breakdown of the steps involved in the appraisal procedure and the timelines within which has to be undertaken. This schedule has to be spacious and must of necessity, incorporate all the aspects of the evaluation.
Further to that, it has also to be accompanied by the name of the person who is to carry out that particular aspect of the evaluation process. That is to prevent any confusion from arising while at the same time, guarantee a smoother flow of work. This is also handy when making follow-ups.
What to have in mind when evaluating employee performance
While evaluating the performance of the employees, you have to care for these things in your mind:
- Customer and peer feedback – How does the employee respond to the requests of the clients? On the same note, how soon does he deliver the feedback to the clients when called upon to do so?
- Amount of consistent improvement – From the time you last evaluated this employee till now, how much improvement has he made? This will give you a glimpse into his overall performance.
- Level of creativity – For those tasks that require creativity, does this employee really measure up? If he does not, is there really room for improvement?
- Quality of work – On the whole, what is the quality of the work output of this employee in absolute terms? How about his quality of work when weighed against the performance of the others in his care?
- Level of execution – When all factors are taken into consideration, how does the execution of this employee measure up with those of his peers?
Things to take into account when evaluating an employee
When evaluating an employee, you have to take into account the following issues:
- Timing and Budgeting – A good employee has to operate within a strict schedule, budget, and timeline. That is to see to it that the tasks at hand are done without further delays.
- Percentage of tasks completed on time – It is also important to gauge the percentage of the tasks that are handled in time. That is necessary to be able to ascertain the reliability of the employee altogether.
- Ability to take ownership – Overall, is the employee really able to take ownership of the business tasks and managements? Could it be that he is someone who has to be pushed to do his work?
- Responsiveness to feedback – What about his responsiveness to the inquiries and prompts that may be leveled against him? How eager and faster does he respond to them?
- Sales revenue generated – For those tasks that demand the elicitation of sales revenues, how much does the employee garner or rake into the firm? Does he have a history of great sales and marketing?
What an employee evaluation form should contain
An employee evaluation form should contain the following pieces of information:
- Employee Name: This is the specific name of the employee who is being appraised or evaluated.
- Department: It is the department wherein the employee of interest is stationed and works on behalf of the company.
- Employee ID: Each employee is typically assigned a unique identification. The form has to reveal the unique identity of the employee for the sake of easy referencing.
- Position Held: What position in the company’s organogram does the employee hold or occupy? This form has to set aside space specifically for that.
- Reviewer Name: It is the name of the person who is presently reviewing the employee and his performance in the organization.
- Reviewer Title: As is the case with the employee himself, the review also has to reveal his title. That revelation will go a long way in determining his suitability for the role.
- Performance Metrics: This forms the core of the appraisal. Here, the performance of the employee is gauged alongside the various metrics like:
- Communication skills:
- Leadership and management skills
- Teamwork and collaboration abilities
- Time management and delegation skills
- Creativity and innovation
- Administrative skills
- Goal achievements
- Problem-solving abilities
Free Forms & Templates
Our look into the subject matter of the employee evaluation comes to an end there. We do hope now that you have received the inspiration you need to do the work well. With this inspiration now at your fingertips, is it too much to ask you to proceed and make an evaluation on your own?
It is always necessary to uphold and operate within a stringent schedule. That is the only way through which you may anticipate any emergent issues and tackle them as need be. Is it not a great thing for you to also share this information far and wide?