For many, the employee performance evaluation is simply a determinant of whether they'll get that raise, or if they're likely to be demoted or even fired. But employee evaluations can play a much larger role. By making the most of employee evaluation, you can help employees develop personally and professionally, and measure the organization's progress toward its long-term goals.
Ideally, your company's employee performance assessment starts with an in-depth evaluation of the employee's current performance. Just as important, however, is a look at the progress the employee's made and a plan for making further improvements. For the most effective employee evaluations:
- Enlist a consultant to assess employee performance.
- Create an action plan to help employees improve their job performance.
- Incorporate employee evaluations into your goal-setting process.
Hire a consultant to assess employee performanceMany companies handle employee assessments and evaluations in-house, but enlisting the aid of an outside firm can produce more comprehensive results. And by hiring a consulting firm to evaluate employees, you give your human resources staff more time for team building or other morale-boosting activities.
Use employee evaluations to create an action planDetermining how well an employee is performing just the first step; identifying ways to strengthen their skills is equally important. Whatever system you choose, whether simple employee evaluation forms or more complex performance evaluation software, make sure it can help you outline an action plan.
Use employee assessments and evaluations for employee and company goal-settingMore than just an assessment of past performance, employee evaluations can also point the way to growth for employees and the company. If you use employee performance assessment to help employees set goals, and then align those goals with those for the company, you can keep the entire organization moving forward.
- For the most effective employee assessments and evaluations, encourage employees to play a larger role in the process. Help them understand what's involved in the evaluations and why, and make sure they know the procedure is designed to help both employees and the company to grow, and not merely to criticize or punish staff.