Evaluating employees is one of the best ways for employers to measure their effectiveness and to determine if he is performing well at his tasks. Employee evaluations, also called employee assessments, are usually done every year on the employee’s anniversary date.
When conducting employee evaluations, employee evaluation forms should be used so that supervisors or managers are able to note down their observations and provide clear and accurate data, which will then be used to conduct employee performance appraisals. A lot of companies base performance appraisals on the findings of an employee’s performance evaluation, which, in turn, encourages and motivates employees to perform better at work.
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What Are the Uses of Employee Evaluations?
There are many reasons for employers to conduct evaluations every once in a while. Employers, understandably, want to guarantee that their money does not go down the drain by wasting it on paying for employees who put out less. Which is why they have employee appraisal forms to determine the value of each of them. Here are the reasons why employee evaluations matter:
- Furnishes Expectations between Employer and Employee – When employee evaluations are periodically done by following one and the same rubric, congruity is being exemplified and demonstrated at work. Employees, in turn, will be consistently reminded of what their employers expect of them in the workplace.
- Aids Employees to Step Up Their Career – The findings of an employee performance evaluation are usually used by supervisors and human resources as legal grounds and an objective basis for determining an employee’s worth to a company. This allows employers to measure how much salary increase an employee merits for his performance and to determine if an employee has the capacity to handle bigger work responsibilities in lieu of a promotion.
- Enables Supervisors to Be Well-Acquainted with Their Team – This allows supervisors and managers to measure and identify their employee’s strengths and weaknesses, skills, talents, attributes, achievements, etc. As soon as managers are able to identify an employee’s strong and weak areas, they will then be able to profile employees into areas or departments that enable them to maximize their potential and to flourish in their workplace, which will then promote productivity.
- Encourages Management-Employee Communication – Using employee performance evaluation forms also gives managers and employers a chance to communicate with an employee and help figure out ways to increase productivity in the workplace and address an employee’s issues or concerns.
How Do You Evaluate Employees?
Conducting an effective evaluation using employee evaluation forms requires careful planning, implementation, and documentation in order for it to be effective, unbiased, and objective. Below is a step-by-step process on how to conduct a constructive evaluation of your employees:
- Create a Rubric – Rubrics are sets of scoring goals that outline what is expected of an employee. Through a rubric, supervisors are able to grade an employee’s performance in an unbiased way; at the same time, it also helps to demystify the process to employees.
- Keep a Clear Record – One way to achieve success is by making sure that you gather clear and factual data that will eventually be used for decision-making. The results of a performance evaluation are not just there to merely assess employees. The results of an evaluation are used for a lot of other things such as for promotion. You would not want to promote an employee who is not capable of handling bigger tasks, right? Keeping a good, clear, and well-documented record of assessments helps supervisors delegate bigger, bolder, and more serious workloads to employees who can ace it.
- Initiates Feedback – Evaluations would be useless if an evaluator does not provide a feedback to the employee. Evaluators must carefully organize the results of the evaluation and set a meeting with the employee who was assessed. Remember that providing feedback is not an opportunity for you to demean or insult your members or employees who annoy you. Evaluations are supposed to be constructive; therefore, comments and suggestions should not be sugarcoated but, at the same time, they should not be given out in an offending manner. Feedback has to be straight and direct. Give credit where credit is due and provide suggestions on how an employee can improve better in a weak area.
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What Is an Employee Self-Evaluation Form?
An employee self-evaluation form is a great way for any employee in any company or organization to assess all strengths and weaknesses that he or she possesses. These self-evaluations allow them to keep track of the list of accomplishments that they have done throughout their stay in the company. However, it doesn’t just take their positive side into account, these also take a look at the issues they’ve had during their stay in the company.
An employee will always have some sort of mishap. It could be that the employee forgot to make a formal request for certain products or maybe the employee was not able to mention certain important information to a client. Either way, these allow the employees to take a good look at all of the previous mistakes that were made so that they may be able to correct themselves to live up to company standards.
This could very well improve the status of the company and it will also improve the employee’s image, setting him up for more opportunities and possible promotions.
How Do You Make an Objective Employee Self-Evaluation?
Making a self-assessment is always a tricky task, especially if in your head you’ve already congratulated yourself a dozen times but you do not want to appear vain or conceited in front of your supervisor. Here are some tricks to help you furnish an impacting and objective-based self-evaluation:
Give Yourself a Pat on the Back
If you do something that you know you should be proud of, then don’t be afraid to describe all the accomplishments that you’ve made and place them in your self-evaluation form. It’s not bad to list down the abilities and skills that you possess. In fact, this will make your supervisor appreciate you and it could possibly land you that promotion that you’ve been aiming for. For example, instead of saying that you are good at sales and marketing, you can phrase your description in a more impacting way by saying, “I believe that my passion lies in sales and marketing because I tend to be more successful in that field. In fact, I was able to contribute to 20% of the total team sales last month.”
Own Up to Your Mistakes
One other element that allows you to provide objective data in your self-assessment is by learning how to own up to your mistakes. Be honest about the parts where you feel you need to improve more and that you might have committed some errors in. Always remember that leadership and responsibility are the capabilities of a person who is destined to be on top of the career ladder, and good leaders are not flawless; they just know how to own up to their mistakes so that they can figure out ways to correct them.
Talk about Your Career Goals
Evaluations and the discussion of feedback provide an opportunity for communication. Take this chance to discuss important professional issues with your superiors and to reflect on how effective you are with your work. Map out a career plan and sit down with your boss to let him know what is important in your career and how you can further improve your strengths and abilities.
Always remember that no matter what kind of result you get from any evaluation form you receive, you have to make sure to maintain your professionalism. And that means not getting frustrated and not crying over all the critiques your supervisor has about your performance.
You must remember that whatever feedback you received from your supervisor is the result of how hard you’ve worked. So in the end, it’s all because of you and you shouldn’t blame your supervisor for your own lackluster results. Take whatever comment you receive as an opportunity to grow and improve yourself.
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When conducting evaluations or letting employees do a self-assessment, be sure to provide them with self-evaluation forms so that they can have a set standard or criteria to use as a guide and to let them know which aspects should be considered when doing a self-assessment.
Using employee evaluation forms is something that just about every company does, and because of its importance, it’s always prioritized. A company is only as good as the employees they foster, so they have to be sure to conduct these evaluations so that they know which of these employees are doing a good job and which of them could use a few improvements.
Be fair and realistic with your standards and goals. Do not expect an employee who only hits a measly 10 out of 15 sales monthly quota to immediately excel in a week or two. This can demoralize employees and cause them to seek out a new job elsewhere.
As a manager, you should remember that being able to accurately provide ratings for evaluations can aid in weeding out non-performing employees and encourage high performers to be loyal to the company and to continually excel. Which is why there are forms such as employee performance evaluation forms that easily segregate the hardworking employees to the lazy ones.
If an employee is unhappy with the results of an employee performance evaluation, most companies have an appeal process. Human resources, your supervisor, and you can discuss the results and go over the reason for your rating. If the employee can present proof of an achievement or a contribution that will help increase his ratings, then modifications can be made. However, keep in mind that most companies usually base their rankings in comparison to the performance of other employees.
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