In this video I discuss how to evaluate employee performance and the objectives of performance appraisal.

When it comes to talking to employees, you have to see them as people and not just your workers. You need to keep in mind that these are people and not machines. There are many things that the employer and company can offer to its employees including experience, discipline, and knowledge. However, the way they treat employees speaks mountains, especially in evaluations.

The first thing to take note as the interviewer is that you need to share the same goals as the company and employee.

The next thing is to examine the type of skills that an employee has; you need to make sure that whoever you evaluate has the skills to do what you have been expecting them to do. Based on their skills, you can determine how to evaluate employee performance, the best way to do this is by observing targets and milestones that they may or may not have reached.

Conducting this research will help make the process go smoother; plus you can appreciate the employee for their achievements which is one of the objectives of performance appraisal.

When conducting the evaluation, you should use the ‘burger method’ and sandwich negative comments and constructive criticism with positives. This will make the message more appealing and well-heard.

Also, you should ensure that the interviewee understands how they can grow their abilities; make a list of how you would want your employee to improve and share it with them.

At the end of the meeting, you and your employee should sign an agreement for future reference on how the two of you have agreed to work.

One of the objectives of performance appraisal as the employee is to cooperate with the employer and offer suggestions on how to best improve your skills.

The best tip for how to evaluate employee performance is you should aim to turn it into a conversation; something that the both of you will appreciate.

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