Employee Evaluations

How do you conduct employee evaluations? The first time I was evaluated it didn’t go as expected. I was told I was performing below average and needed to do better. End of evaluation, and I began looking for a new job.

That encounter was years ago. Times have certainly changed but it has stuck with me to this day. What did I learn from this evaluation? What did I take away from the process? Where could I improve my work? Why did it take a full year for my boss to let me know he thought I could do better?

Because of this experience I now do informal evaluations or staff coaching on a regular basis, not only for the employee’s sake but especially for the business. What is the sense in allowing employee weaknesses or habits that are hurting the business continue for an entire year? After a year these behaviors become habits. Upon finding out the boss was not happy with performance for an entire year, employees may seeks out new employment rather than try to change.

Formal evaluations have their place, but informal coaching/evaluation enhances business effectiveness by correcting problems immediately. Coaching also helps the employee’s development. Staff are our front-line to customers. Are you encouraging the right kind of job performance? Are employees representing your business the way you want to be represented? Are you waiting a full year to let them know they aren’t?

When we hire or promote staff we need to establish the goals of the business and the employee’s objectives as well as expectations. In retailing customer service is critical. Let them know that you value their attention to customer service through your actions, policies and procedures and through predetermined measurements. Plan to meet on a regular basis every six to eight weeks to motivate, support, direct, and guide their work. Encourage frequent feedback to help inform and support employees. Talk about performance challenges. If training is needed to build skills and competencies to improve performance, help them attain it. When they do something well, or go above and beyond their duties, recognize these accomplishments. Positive feedback is as important as noting issues that need attention. Employees who are valued and nurtured give improved customer service which leads to higher customer service satisfaction. Frequent feedback over time builds relationships with your employees. When a big issue or problem occurs there is a trusting relationship that has been established and this will help weather the storm.

Frequent feedback is all about improving work performance, offering guidance, training and support to help the employee that ultimately benefits the organization. Don’t wait a full year to surprise employees with an issue or problem. Remain positive when communicating with employees by focusing on the parts of the task that they do well. Offer suggestions for improvement in areas of concern and solicit feedback. Effective communication is the key to productive and happy employees. When it comes time for the formal evaluation process, both you and your employee will be ready to review past performance and set new goals for the year ahead.