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| Management Tools |
| Making the Grade: Avoiding pitfalls in employee evaluations? |
One of the most difficult aspects of being a “boss” is terminating an employee who is just not making the grade. Here are some employee evaluation practices that will help you do a better job of letting your employees know exactly where they stand. An employee who doesn’t know her job is on the line isn’t likely to make big improvements in her work habits.
- Begin by providing the employee with a written statement of approval to indicate areas where her performance excels. Be sure to keep a copy of all evaluation materials in the permanent employee file.
- Keep a running record. When evaluating an employee, one of the most important considerations is how the current level of productivity stacks up against performance in the past. Were there areas that needed improvement in the last evaluation? If improvement has not been made, and you fail too make mention of the problem again, an employee will be justified in assuming that he has mastered the problem.
- When you discipline an employee for an infraction, be certain that the discipline is consistent with that administered to others in similar situations.
- Consider having the employee rank himself and compare that with your own ranking. Any obvious discrepancies can then be discussed. Be sure the ranking system is clear.
- Do not indicate that performance is “improving” unless it is truly improving.
- Do not supply excuses. Indicating that a failure on the part of the employee might be due to lack of proper training, or that it might be a superior’s fault puts the burden of the failure squarely back in the employer’s lap.
Source: The PEO Insider
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