Great Tips on Employee Evaluations

Employee evaluations should be a documentation process of the work, during a designated time period. An overview or report, that details the day to day.Depending on your organization or field of expertise,  employee evaluations come around on a regular basis.  These formal employee evaluations might be once a year or as often as quarterly.  They typically consist of a form, maybe with check boxes and some companies have changed the names to include words like Performance, Reviews, or Appraisal.  But ultimately they are still Formal Employee Evaluations.  


Honesty, these processes should be just that… a documentation process of the employees work during a designated time period.  An overview or report, that details the day-to-day evaluation that you conduct during daily management processes.  


Here are some Tips for Daily Employee Evaluations:

  • Create a checks and balances (to be used by you as the manager, so you can meet your goals)  for the work that the staff is required to do.  

  • Ensure that you are not tied down with minutiae, so that you can do “walkabouts” and see the work that is going on.  

  • If you have good supervisors under you, you can do the “walkabouts” with those supervisors and touch base with them.

  • “Walkabouts” are done with positive vibes, it is when you hand out well deserved positive comments to the staff.  (Don’t give out compliments if they are not deserved… it lessens the value of your compliment.)

  • Work with the staff’s direct supervisor for a corrective action that you might see.

  • Know how your operation should be running, have a visual of what you want and should be seeing when you are on a “walkabout”.

  • Check spot that everyone understands expectations for the job that they are assigned to do.

  • If they don’t know the expectations then you should find out why.

  • After “walkabouts,” make notes of what you’ve seen.  I’m talking about making yourself crazy…. but certainly document issues that need attention.

  • Ask the clients, customers, or students about the service they are receiving.

  • Daily “evaluation” is a conversation.  Keep the conversation going for strong successful staff, and also use the conversation for staff that need more support.  But everyone is getting the conversation.

  • Know your people.  Know what they need and how you need to set your focus for each person.

  • “Walkabouts” are focused on two things: Awareness – stage one of potential issues and Award – positive comments on jobs well done.

  • Attitude problems need to be found quickly and solved immediately.  Don’t let these fester, correct it right away.  Find out why the employee feels the way they do.  One bad apple will rot an entire bushel.

  • Be Straight forward and that doesn’t mean to destroy staff and crush them down.  It just means that you need to tell the situation as it is.  Clear and to the point – From the moment of hire, every day, and in every situation.  This builds trust and respect.

  • Be consistent in who you are, consistent management allows you to effectively do daily evaluation.  

Employee evaluations should be a documentation process of the work, during a designated time period. An overview or report, that details the day to day.What Your Staff Should Know Before the Formal Employee Evaluation:

  • Staff should know that they have a voice, they have the right to come to you and discuss.  

  • Staff should know what you are thinking.

  • Staff should know where they need to go and what they need to do.

  • Staff should know how they need to correct something.

  • Staff should know when the work they are doing is right on target.

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