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Performance Evaluations Feedback Coaching Goals
|  | I just evaluated one of my employees, and she became rather upset. I had notes on her performance from throughout the year, but she did not like what she heard and denied just about everything. What is the best thing to do when this happens? |
|  | The best step is to evaluate your evaluation process. The purpose of a performance evaluation is not to amass notes on an employee's failures during the year and then dump them on him or her in one session. If you truly want your employees to learn and grow, they should be provided with performance-based feedback as close to their behavior as possible. You can start by meeting with each employee to discuss and agree upon specific performance objectives, priorities, and deadlines. This step is followed by maintaining a high degree of communication with each employee throughout the evaluation period, and providing a good deal of feedback and guidance along the way. All of your feedback should be based on their performance, and the objective of such feedback is to correct problems and provide guidance that will help each employee learn and improve. With this approach, when the time arrives for the evaluation, your employees will already have a clear understanding of how they have been doing. In fact, most could easily and accurately evaluate themselves, and that is not a bad step to include. Either way, this approach leads to evaluation sessions that are conversations rather than confrontations. |
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