[email protected] Performance Evaluations from management cruel… to management tool!
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Transcript of [email protected] Performance Evaluations from management cruel… to management tool!
Session Outline
• Why Performance Evaluations are important
• Measuring and Documenting
• Why setting Goals can Improve Performance
• Conduct the Performance Review
• Dealing with THOSE personalities!
• Best Practices that you can embrace
HR Resolutions SM, LLC
Why Evaluations Are Important
– Recognize accomplishments
– Guide progress– Improve performance
– Set goals– Identify challenges
(before they are problems)
– Career pathing
HR Resolutions SM, LLC
Discrimination
– Failure to communicate standards– Failure to give timely feedback
– Failure to allow employees to correct performance
– Inconsistency in measuring performance• $272,000 self-starter
– Failure to document performance objectively• $93,000
HR Resolutions SM, LLC
Evaluation Forms
– Define performance expectations• Soft skills
• Hard skills
– Describe measurement tools– Use a rating system
– Cover specific examples– Set measurable goals
HR Resolutions SM, LLC
Measure Performance
• Measurement systems need to be:
– Specific
– Fair
– Consistent
– Clear
– Useful
HR Resolutions SM, LLC
Measure Performance (cont.)
• Systems can be:– Numerical
– Textual– Management by
Objective (MBO)– Behavior oriented
– 360 º
HR Resolutions SM, LLC
Document Performance
– Make sure documentation is objective– Document performance of all employees
– Provide complete and accurate information– Document performance on a regular basis
HR Resolutions SM, LLC
Set Goals
– Based on job requirements
– S M A R T goals• Specific
• Measurable• Attainable
• Realistic• Timely
HR Resolutions SM, LLC
Employee Input
– Employees take an active role:
• Setting goals• Designing action plans
• Identifying strengths and weaknesses
– Employees participate in the performance Evaluation meeting
HR Resolutions SM, LLC
Preparation
• Employees:– Review performance
• Document their accomplishments
• What else did they accomplish during the
review period?
– Think about new goals
• Supervisors– Review performance
– Complete written Evaluation
– Think about new goals– Schedule time and
place
HR Resolutions SM, LLC
Presentation Tips
– Maintain or enhance self-esteem
– Give objective examples
– Listen and respond with empathy
– Focus on the professional
– Ask for help and encourage
involvement– Create “we” mentality
HR Resolutions SM, LLC
During the Meeting
• Review performance:– Based on previous goals
– Noting strengths and accomplishments– Identifying areas for improvement
– NO surprises and NO free passes!
HR Resolutions SM, LLC
Identify Poor Performance
– Act early– Take the right
approach– Deal with employee
reaction– Handle continued poor
performance
HR Resolutions SM, LLC
Next Steps
– Encourage good performance
– Lay out action plan– Communicate
outcome of goals not met
– Confirm understanding
HR Resolutions SM, LLC
Phew – I’m done :o)
– Formal Evaluations– Informal Evaluations
– Open communication
HR Resolutions SM, LLC
Best Practice Scenario
• Job Description
• Self-Evaluation
• Performance Evaluation
• One-over review
• HR Review
• One-on-One with employee
• Quarterly Follow Up
HR Resolutions SM, LLC
Key Points to Remember
– You must conduct objective Evaluations on a scheduled basis
– Evaluations tell employees how they’re doing and how they can improve
– Evaluations help create a system of motivation and rewards based on
performance
HR Resolutions SM, LLC
Karen A. Young, SPHR
President
www.hrresolutions.com
717-652-5187
HR Resolutions SM, LLC