Performance appraisal season is dangerously close.
If you don’t act now, you could fall short when trying to accomplish all that you need to do to excel in this important mission.
Start right away, by answering the following questions:
- What is the extent of information you have on file for each employee? Remember that this is what you will base yourself on to evaluate and compare performances. You need a lot to determine if your judgement is accurate and not based on preferences and hearsay.
- Do you have concrete examples? Facts and specific events?
- Over what period of the year? Has there been an evolution? Is it recurring?
- How could you beef up your files, so your conclusions are really substantiated?
- Who could you ask about your employees’ performance? Hint: The people benefitting from their hard work should be interested in helping you discover more facts.
- Which team values are crucial to your success now? Don’t forget to address these in your review. Highlight what’s important this year, don’t lose the employee in a sea of meaningless words.
Don’t have to wait for someone to give you the starting signal! If you already know what you want to say, start meeting with your employees. Open your agenda and start reserving some time for each person. Don’t rush the process!
The performance evaluation process isn’t a necessary evil, it’s an opportunity for you to demonstrate the importance of each team member.
But before you begin, make sure you have the answer to the following “delicate” question:
- How will you make sure that, regardless of the type of feedback you need to communicate, each employee will come out with a positive outlook?
Let me know how you feel about having to tackle this mission in the “Comments Section” below.