In the human resources department of a business, one of the most significant roles is the evaluation of employees. These evaluations play a crucial role in the management of staff concerning the employee’s performance and what changes need to be made according to the evaluation. This can also improve the communication between employees and their managers in relation to acknowledging expectations and performance and how that will affect the future of the employee and the company. Things such as raises, promotions, layoffs, and performance training occur based off of the evaluation of the employee. These evaluations usually occur either once per year or after another predetermined length of time. In giving evaluations, it is important to use a variety of methods and processes for analyzing performance, each plays a unique role in the evaluation process.
Establishing Goals and Expectations
One of the first and most important steps in the evaluation process is ensuring that the employee has both long and short term goals to fulfill over the course of the evaluation time. These goals should be a combination of both employee and supervisor determined goals to ensure that they are clear in what they set out to accomplish and that it aligns with their function in the organization. One common way to set those goals is to follow the SMART acronym: specific, measurable, agreed upon, realistic, and timed. Another important thing to set up in the beginning of the process is making sure that you have established an objective set of expectations and standards that measure what the employee should be doing. It can also be beneficial to define the position that the employee is in and to consult with them about this in order to further establish standards for how their position should be performing.
Analysis of Employee
Another essential part of the evaluation process is the actual analysis of the employee and their performance throughout the time between the given evaluations. When tracking the progress of the employee it is important to keep track of all notable events and how they performed as well as any trends in their performance that affect how they complete their task. Be sure to have notes in a file for the employee or have another way to record observations. This analysis should cover all the parts that their position entails such as quality of work, communication skills, collaborative work, etc. When analyzing the employee remember to keep in mind both the goals that the employee has set for themselves as well as any standards and expectations that were discussed for their position. Ensure that all employees within the same position are evaluated under the same guidelines to make sure that it is an objective view of their performance.
When reviewing the evaluation with the employee make sure to prepare ahead of time by reviewing the data or notes that have been made throughout the process. Find any key points in their performance that highlight both how they have succeeded in their task and where they could improve their performance. Accurately reflect on the details and be objective in relation to the expectations compared to their performance. Being honest with the employee during your discussion with them is also beneficial in order to ensure that they are aware of exactly how well they are doing. Also provide time during the discussion of each point to find out the employee’s concerns: find out what they need to be a better employee or any reflections they have. Having the employee be able to also say what they want to is important so that the evaluation can be used to find ways to improve for the future and provide the tools needed for success. Feedback also does not need to be limited to that single discussion with the employee, feedback should be provided often throughout the process regarding improvements that the employee can make to improve.
Overall, evaluation of employees is an essential part of both human resources and the path for improvement of a company. These evaluations can be used to provide feedback and improve upon performance and to establish both expectations and standards for the future. Evaluations can also be used in considering promotions, raises, layoffs, and training that may be needed to improve the company. On the path to improving a business’ performance and communication with employees, employee evaluations are substantial.
“Performance Management and Evaluation.” Performance Management and Evaluation | Human Resources | Nebraska, hr.unl.edu/er/performance-management/.
FreshBooks. “How to Evaluate an Employee: A Performance Review Checklist.” FreshBooks, 21 Oct. 2019, www.freshbooks.com/hub/leadership/evaluate-an-employee.