Performance evaluations are one of those functions that most supervisors/leaders dread. Evaluating staff performance is actually the most important role any supervisor or leader actually has..and how much emphasis is placed on this critical role? If you are like many others, very little time and effort are spent are objective performance management methods. You can't be too busy to address a key leadership responsibility such as evaluating staff! The time you take to address employee effectiveness on a regular basis will save you significant time on miscommunications, work errors, issues and many challenges in the future.

For your benefit as well as your staff...Please reconsider!

JBM HR Consulting Inc.

Conflicting messages can significantly interfere with the ability to reprimand/terminate staff

Many of us are uncomfortable saying what needs to be said when it is negative, especially. What we tend to do is "hope" the issue will go away. And does it? Absolutely not, it just gets worse and your reaction more intense as frustration builds. Further, there is a potential legal liability with ineffective methods of handling evaluations not to mention the employee relations and morale issues that result. Frustrations builds to the point of reaching your boiling point and termination is the desired outcome. Without methods or progressively moving to improve and/or develop staff deficiencies in an objective and timely manner you put your organization in a position of potential liability and performance standards that are not in line with desired results.

What is it that stops you from addressing employee deficiencies? Many leaders seek leadership coaching to improve on their ability to develop skills in this area. Others dedicate a large portion of their time to meeting one on one with employees and in groups to ensure all are optimally working well together. Performance evaluations must be completed on time and in an objective manner. It is important to take the time necessary to do the quality of job necessary to make such evaluations work. If you aren't spending a large amount of your time on employee development as a leader, you need to reevaluate your time management and focus.

Here are just a few important tips:

Ensure you have clear "functional" job descriptions (don't assume they know what you expected)
Keep notes all year long on individual performance, good and otherwise so at the time of the formal evaluation, your notes will make the process easier to complete with details you need
Address negative behaviors in a timely manner with specific details on what's expected to improve
Address positive behaviors regularly to sustain behaviors desired
Be constructive and positive(people shut down when they feel demeaned, results will be the opposite of what is desired..watch your tone and body language always!)
Role model behaviors you desire
Be sure policies and procedures are clearly written, well communicated and thoroughly understood
Employee handbooks that are current and clear
Involve employee in the performance improvement process of what they feel they need to change to improve performance (keep them engaged and empowered to change on their own)
Think people feelings first (again, watch tone and body language)...no matter how motivated we are to improve a situation, the situation will not improve if the people needed to make the changes are not feeling valued and respected...it makes ALL the difference!

For some valuable tips given your limited time consider this online webinar on Performance Management...best practices!

Most often our staff are a reflection on the leadership they experience...take the time to make changes that will improve the quality of work life for all!

Warmest regards,

Jeannine Brown Miller, MA, SPHR President, OD Consultant
JBM HR Consulting Inc.