An effective performance evaluation measures an employee's progress and demonstrates the supervisor's interest in the employee's personal development. It can also highlight training needs and provide the employee with a focused opportunity to discuss workplace interests, problems, and goals.
A solid plan for a performance evaluation starts with the manager identifying the goals that, if met, will increase the organization's value. These goals may not only include concrete, fact-driven goals such as increased productivity and revenue, but also abstract, intangible goals such as improved employee morale and engagement. Once the key goals for the organization’s success have been identified, the manager should use the appraisal as an opportunity to assess and align his or her employees’ performance so that those goals can be met or exceeded.
Common objectives of effective performance evaluations include:
• Identifying a limited number of critical behaviors that are vital to the organization's ability to meet its goals
• Clarifying the performance measures expected of employees and those results considered essential to the success of the business
• Seeking honest feedback, as employees perform better when they are allowed to speak openly.
• Applying uniform performance standards that assure fairness and eliminate confusion
• Giving employees a stake in the process by encouraging them to help set their own performance goals and assess their progress in meeting them
• Making performance management an ongoing process that reflects changes in the business
• Gathering information for succession planning and the development of training programs by identifying employees who have the interest and ...