Employee Evaluations

Written by Serena Berger
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Employee evaluations, when handled poorly, can cause a lot more trouble than they're worth. Anxious employees may spend more time worrying about a performance review than they do thinking up creative solutions to problems. Morale can suffer, as well, if people feel that overly harsh employee evaluations are becoming standard within the company and their accomplishments are not being appreciated.

Your objective is to gain positive results with evaluations. On the one hand, you want to be able to reward employees who are doing quality work for you. On the other, you want to be able to address problem areas in performance, attitude, or productivity in order to make them better.

Effective Employee Evaluations

Enabling people to feel involved in their own employee evaluations may be one way of achieving this objective. Employees should always have an opportunity to tell you what they feel they have done well and make sure you know what part of their job they feel most proud of. Often, the best employees will be working within a team and doing work for which they are not receiving personal credit; an opportunity to let you know what they contributed can be great for morale and help you know where you can count on that person in the future.

If there is a problem, however, a well-constructed evaluation process can help you find it and address it before it becomes insurmountable. You and your employee together can understand the root of the problem, discuss it, and create a plan for improvement. An evaluation should end on a positive but realistic note, which benefits all parties involved.

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