Performance Evaluations - How to start?

Performance Evaluations can be the most critical and stressful part of Management regardless of whether it is for, or as, a front-line Manager, Senior Executive, or CEO. It is a critical component/activity as it identifies areas of proficiency and developmental areas for the individual and sets the stage for the coming period of performance for the employee.

Done well, it can be invigorating, supportive and motivating. It gains heightened engagement from the employee and this cascades and helps to build engagement within the organization.

Done poorly, it can result in an employee(s) who can: become demotivated, have poor morale, and can become a critic of any and all operations or activities within the group, division or company. Obviously, this needs to be avoided at all costs.

One of the easiest ways to start the evaluation process is to clearly communicate what the process of the performance evaluation will be. Communicate how it is to be initiated, the forms that will be used, metrics and standards employed, whether it will use a 360 review process, and what input the employee will have in the process. Obviously, the final Performance Evaluation or Review will be a document placed in the employee's Personnel File and should be communicated accordingly.