WRITING A PERFORMANCE EVALUATION: WHAT MANAGERS NEED TO KEEP IN MIND

 Edina Clark

The invaluable contribution to this blog post at write my essay cheap comes from Edina Clark, who is a business graduate and general manager for a leading firm in the UK. She is also a motivational speaker and a source of great knowledge for all.

An honest feedback from the manager to the employees is always healthy for the business. It helps establish the achievements of the company and the areas of shortcomings. The areas where goods are being delivered need appreciation and those needing improvement must be probed. There’s no harm in letting the workers know, once in a while, about the standard of their performance. Of course, there is no objective means to evaluate an employee’s honest duty towards the company. But, via critical reasoning, sincere throughput and analysis of the taskforce’s daily routine, the rights and wrongs can be established. Here’s what you need to keep in mind when writing a performance evaluation.

An elaborate balance between good and bad

Your written account should be comprehensive. It should cover in detail all the aspects of what your company expects from its employees and whether they have delivered. It should not enlist all the good or all the bad, in fact, it should have a balance of both. There are highs and lows in every business, but you should always strive to be pragmatic in your approach when writing a review. The aim must always be to improve and continue improving.

Informal checks and casual remarks

You should develop the habit of talking to your employees regularly. Discuss their performance and task accomplishments together. It’s always good to pass an informal, courteous remark about the day’s achievements or shortcomings at the checkout time, in front of the employees.At the end of the month, you will be writing the review, so all this will add up. You don’t want the employees to be completely bamboozled about any issue on their part. Point it out there and then to avoid sudden shocks and tension boil up. Good days, bad days, average days- you should be aware of them all. Also keep a note of any unusual behavioral issue which you might want to discuss in the next meeting.

Criticize with care- a tough job indeed!

Even criticism needs to be passed in an encouraging tone. It’s a bit difficult because you’re pointing an inadequacy on the part of an employee and yet you expect him/her not to be offended. Your tone really matters. Rather than saying what should not have been done, say instead what could have been done. This takes the employee’s mind right to the solution which gives him/her a target to aim at, next time. Be clear and concise about any mistakes or blunders, but at the same time also suggest alternate measures for correction.

Silence kills, discussion saves

The whole and sole purpose of a performance review is to achieve productivity. If the employees take the reviews indifferently, then your evaluation failed to achieve its purpose big time! Always give them a chance to discuss any issue regarding the evaluation with you clearly. Maybe they can communicate a genuine reason for a deficiency or they might just be happy to pledge improvement on their behavior in the future. All this leads to a healthy bond between a manager and his subordinates, which in turn improves the productivity of the firm.

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