| An employee evaluation is all about letting your | | | | they could use more training and determine ways that |
| employee know what it is that they are and are not | | | | it might be provided. Also remember that this is two |
| doing well. If you are not conducting some sort of | | | | way communication. They need to know that they can |
| performance appraisal at least once a quarter then | | | | speak up. You want them to be willing to identify areas |
| you are not only doing your employees a large | | | | where they think they are weak or where they would |
| disservice you are also neglecting your business as | | | | like to learn more but haven't been able too. |
| well. Because if an employee doesn't know what they | | | | As much as possible you will want to document the |
| are doing wrong or that they could still use some | | | | key points of your discussion so that you can refer to |
| improvement in an area how will they get better? And | | | | them during the next evaluation. This will allow you to |
| if they are not working to improve their job | | | | clearly see where they have improved and in what |
| performance isn't that detrimental to your business? | | | | areas they are still behind. Also keep in mind that your |
| Your employees are not mind readers. They need | | | | performance appraisal should be used as a guide to |
| your input. | | | | future promotion and raises for the employee. Most |
| So what are you looking to accomplish in a formal | | | | people would want to know if they have a chance for |
| employee evaluation? First you need to establish | | | | a future with your organization. If you run your business |
| better communication. Your employee needs to know | | | | with an eye towards promoting from within then this is |
| that you are approachable. They need to understand | | | | important to both of you. If your business is growing |
| that their evaluation is for their benefit. You want them | | | | then you will need to determine who your key |
| to see that you are not trying to be critical but that you | | | | employees in that growth may be. |
| are trying to point out areas or their work that can be | | | | Consider the question that if you have worked for |
| improved. With communication should come better | | | | someone else at some time did you want to know |
| understanding between yourself and your employees. | | | | how well you were performing in your job? Especially |
| Once you have established good communication then | | | | if you had been thinking of what your long term future |
| a it is necessary to give a thorough review of their job | | | | with the business might be. Holding employee |
| performance. Remember you are not trying to hurt | | | | evaluation sessions is a key to the long term growth |
| them and damage their morale. You need to be | | | | of your business. So even though you may consider it |
| pointing out the good as well as the bad in their | | | | a task you do not care for it still needs to be done. For |
| performance. In this area you need to identify where | | | | the good of both your employees and your business. |