6 Ways Great Leaders Conduct an Effective Performance Evaluation

Leadership isn’t always about giving orders and delegating tasks. You and your employers need to be on the same page about expectations and goals. How are they handling the assignments? Are they motivated? Do they perform their duties effectively? What are their productivity levels?

This is where the employee performance appraisal/evaluation comes in. Why is it necessary? Simple, it is used to improve an employee’s performance. It can also be used to justify an employee’s compensation and their potential for promotion. It also helps evaluate what weaknesses they need to improve on.

See it this way; before a product is launched into a market, they have to be tests done and samples used to see if it will resonate with the target clients and if it will perform as expected. These tests/trials help to see what defects the product has and how they can be corrected. It also provides a platform for feedback; Did the clients like the product or not?

You may dread this as a supervisor/leader but with a little practice and patience, conducting an effective and engaging performance appraisal will be a walk in the park!

Here’s how;

Prepare Ahead of Time

In order to provide clear and concise performance feedback, organizing thoughts is key to staying on track. This means you have to understand the employee’s job, the requirements associated with it, as well as how their actual performance compares to the company’s goals and expectations.

It’s a Conversation

You’re not the only one in the room so you shouldn’t be the only one talking. While it is a discussion about the employee’s performance, they should have an input as well. Don’t use it as an opportunity to criticize.

For example; If Employee A hasn’t been performing well, take the time to understand what their challenges are and give suggestions to how they can improve.

Don’t be Afraid to Point out mistakes

We have discussed about criticism in the above point. Does that mean that mistakes should be overlooked? Not at all. Be honest with your employees. Point out mistakes and clearly state what your expectations of them are. Work with them to see how they can improve and be  better.

Provide a Takeaway

In a recent survey, 98% of employees see their performance reviews as a waste of time. Give your employees something to learn from the meeting. No one is perfect, so there is always something new to try or practice to change. If you or your employees haven’t learned anything from the performance appraisal, was it really worth it?  You can save yourself and your team a lot of time by building the performance review around key takeaways.

Focus on the Progress

A main component of failed performance appraisal processes is that they are just that, nothing more than a required process. Avoid the “good job” and “this needs improvement” statements, and focus on how much the employee has grown and where their development can take them in the company. Show optimism.

Final take…

Employee performance evalaution/appraisal doesn’t have to be a dreaded process for you and your employees. As a manager, you can conduct performance reviews better by communicating goals and expectations before the review. Prepare questions to prompt discussion, and target communication with your employees to set the stage for a more productive team and a review that is worth it.

Need guidance on how to make the process easier and more effective? This Strategic Leadership Course will help you achieve that, book your slot today!