[email protected] Performance Evaluations from management cruel… to management tool!

[email protected]

Performance Evaluations

from management cruel…

to management tool!

Session Outline

• Why Performance Evaluations are important

• Measuring and Documenting

• Why setting Goals can Improve Performance

• Conduct the Performance Review

• Dealing with THOSE personalities!

• Best Practices that you can embrace

HR Resolutions SM, LLC

Why Evaluations Are Important

– Recognize accomplishments

– Guide progress– Improve performance

– Set goals– Identify challenges

(before they are problems)

– Career pathing


Discrimination

– Failure to communicate standards– Failure to give timely feedback

– Failure to allow employees to correct performance

– Inconsistency in measuring performance• $272,000 self-starter

– Failure to document performance objectively• $93,000


Evaluation Forms

– Define performance expectations• Soft skills

• Hard skills

– Describe measurement tools– Use a rating system

– Cover specific examples– Set measurable goals


Measure Performance

• Measurement systems need to be:

– Specific

– Fair

– Consistent

– Clear

– Useful


Measure Performance (cont.)

• Systems can be:– Numerical

– Textual– Management by

Objective (MBO)– Behavior oriented

– 360 º


Document Performance

– Make sure documentation is objective– Document performance of all employees

– Provide complete and accurate information– Document performance on a regular basis


Set Goals

– Based on job requirements

– S M A R T goals• Specific

• Measurable• Attainable

• Realistic• Timely


Employee Input

– Employees take an active role:

• Setting goals• Designing action plans

• Identifying strengths and weaknesses

– Employees participate in the performance Evaluation meeting


Preparation

• Employees:– Review performance

• Document their accomplishments

• What else did they accomplish during the

review period?

– Think about new goals

• Supervisors– Review performance

– Complete written Evaluation

– Think about new goals– Schedule time and

place


Presentation Tips

– Maintain or enhance self-esteem

– Give objective examples

– Listen and respond with empathy

– Focus on the professional

– Ask for help and encourage

involvement– Create “we” mentality


During the Meeting

• Review performance:– Based on previous goals

– Noting strengths and accomplishments– Identifying areas for improvement

– NO surprises and NO free passes!


Identify Poor Performance

– Act early– Take the right

approach– Deal with employee

reaction– Handle continued poor

performance


Next Steps

– Encourage good performance

– Lay out action plan– Communicate

outcome of goals not met

– Confirm understanding


Phew – I’m done :o)

– Formal Evaluations– Informal Evaluations

– Open communication


Best Practice Scenario

• Job Description

• Self-Evaluation

• Performance Evaluation

• One-over review

• HR Review

• One-on-One with employee

• Quarterly Follow Up


Key Points to Remember

– You must conduct objective Evaluations on a scheduled basis

– Evaluations tell employees how they’re doing and how they can improve

– Evaluations help create a system of motivation and rewards based on

performance


Karen A. Young, SPHR

President

www.hrresolutions.com

[email protected]

717-652-5187


[email protected] Performance Evaluations from management cruel… to management tool!

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