Happy Halloween! Take the "Boo!" Out of Employee Evaluations

Employee evaluations – they can scare the wits out of both supervisors and employees. There’s a stigma attached to these poor units of measurement, and it’s not really anyone’s fault. Most employees go into a review fearing the bad or worst. And supervisors, especially if they have to give criticism, feel the same. After all, not many people like bad news. Do you see the problem here? We look at evaluations as some kind of monster under the bed, waiting to pounce, if not this time, then the next. It’s time to calm ourselves down. Here are some ways.

First, look at an evaluation as a mechanism for measuring performance against the job description. This takes some of the mystery out of the criteria used in an evaluation and can help prep for the face-to-face meeting. As an employee, if you review the job description prior to the meeting, there won’t be as many surprises because you probably already have a general idea of how you are doing. As a supervisor, looking at the job description will help keep you grounded and really assess what you are evaluating.

Second, understand that an evaluation is a tool used to document accomplishments, not just identify areas that need improvement. Well-written evaluations include a place for kudos. Don’t dismiss this section! Evaluations are part of a permanent record. Employers don’t generally list accomplishments that don’t truly impress them. “While the face-to-face discussion is an important component, the written account is what stays on file,” says Julia Forneris of the Small Business Chronicle.

Third, recognize that evaluations are useful in uncovering areas that can be improved by training. If there is deficiency in a skill, training can be the answer. Labeling these areas for improvement isn’t a bad thing. Everyone has room to grow, and it’s good to know what to focus on. As an employee, look at the bright side – you get to increase your skills and knowledge. As an employer, look at the bright side – you are investing in your employee, which should make for higher productivity. Ruth Mayhew of the Small Business Chronicle says, “Upon learning employee strengths and weaknesses, an employee evaluation decides what type of training employees need to perform their job tasks. An evaluation also sheds light on development programs, which benefit employee and employer. An example would be professional development workshops for finance managers to enhance their business communication skills.”

Finally, an evaluation can be used to help set goals. If there is room for improvement, the goal would include meeting the requirements set forth in the job description. If performance is already at level, the goal might be to exceed the standard. Forneris says, “An employee evaluation review is the perfect time to set goals for the coming year. Even broad goals should be measured. For example, you can request that a worker ‘participate in no less than three seminars.’ If the review calls for more specificity, write that an employee ‘stay current on software through completing a course.’”

Evaluations don’t have to be nightmares if we get educated about what goes into them and if we don’t work ourselves up into a frenzy of negativity. Take a deep breath and dare to peek under the bed. Dust bunnies are probably the scariest things under there.

Need help with evaluations? Contact Excelsior Pay Group today.