10 Tips to provide the most effective performance evaluation

Provide more effective evaluation of performance and become the leader your employees can be trusted by applying these ten practical tips and proven.

1. Meetings to plan ahead

Most organizations have an annual cycle of performance assessment in a block time and meetings booked well in advance. Schedule your one on ones with each employee, and if you do not have an office, book meeting rooms at the same time. Even if your company can not request a formal program of play-time for at least an informal control as well.

2. You meet a priority

Tell employees that these meetings are a priority and renegotiation is not negotiable (unless there is an emergency of course). Actions speak louder than words so that the same rule applies to you. Every time you postpone sending a message to the "most valuable asset" that someone else is more important.

3. Reminder to activate the system

Create a look to at least two weeks before each series of meetings with a reminder to verify that the meeting rooms are still available.

Remind employees that they need to start their preparation. The most effective approach is a staff to use the regular team meeting to reiterate the purpose of evaluating the performance and your expectation that people will come well prepared.

Evaluation meetings recorded on a highly visible wall calendar. Not only serves as a reminder, but also in silence reinforces the message that you really value your employees, taking seriously their development.

4. Create a Portfolio Employee

At the beginning of each cycle to create a secure and confidential file for each employee. This file is for your eyes only and exclusively for the purposes of performance appraisal. There is a duplicate file HR personal.

Keep your copy of the notes of the current performance evaluation of the employee and the file on the progress and results throughout the year. You can also use the e-mail folders for each employee to rapidly and easily copies of relevant messages. And, if you use a dairy paper allocate a section for notes.

Use your discretion and common sense, when the collection of information. We are not building an ironclad case in the High Court. Your intention is to create a balanced picture of performance of the employee, which is less subjective and supported with practical examples.

5. Do not rely on memory

A year is a long time, especially if you do not include progress reviews, so it is very easy to forget the achievements of a previous employee. This helps to '"recency effect" where auditors evaluate performance and speed according to recent events only.

Prepare for your meeting one on one, examining each file and briefly summarizing the progress and achievements. This is much more effective than relying on memory, especially when you have several employees. After the performance appraisal cycle is finished deleting files and new beginning.

6. Involve the employee

Employee suffering from recency effect in order to encourage your people to maintain their portfolio as well. After all it is their career and their performance evaluation.

Some employees feel uncomfortable reviewing their performance, a personal portfolio makes it much easier for these people to show results. It also helps to explain and demonstrate reasons for a lack of progress, particularly where the factors were beyond their control.

8. Support the soft with the hard

The personal portfolio also helps with the evaluation notoriously difficult "soft" targets such as individual contribution to teamwork. Incidents, comments and emails from clients and colleagues can be noticed, and copy the file. Help all to build a more reliable interpersonal behavior of an employee.

9. Communicate

Explain the system for employees to understand what you are doing and why. Compared to the manager who refers meetings, makes sweeping generalizations and relies entirely on memory to determine a final evaluation will be seen as the trusted leader of the employee

10. Keep up to date

Once you set the system to keep it updated. A small amount of thought and effort regularly throughout the year will save a lot of time when it comes to everyone you meet one on one. Not be the end of terror for many years administrative manager job. Most importantly, it helps to give employees a fair assessment and more effective. If it was your assessment we could expect anything less? ......