In many organizations, the employee evaluation process is a reflection tool rather than a vehicle for determining pay raises, yet it still can be a valuable tool in the supervisor’s arsenal. If conducted in a developmental and intentional manner, the evaluation can inspire and guide employees to do their best work in the coming year.

I have developed a handout of a seven-step outline for a process that will allow you to conduct effective employee evaluations:

  1. Determine the purpose of the evaluation — developmental or tied to merit pay
  2. Develop a system to allow you to account for the entire period. (My notebook method works well for this.)
  3. Develop a set of questions to foster conversation and reflection, and share them in advance.
  4. The conversation should both look back and look forward.
  5. The evaluation should not contain surprises.
  6. End with a focus on a short number of goals.
  7. Be intentional about process protocol — I always had the employee begin

If you have created a culture where everything is assessed regularly, it should make the conversation about the employee’s performance a natural part of your cycle. Don’t minimize the importance of learning from the past and planning for the future — together.

About the Author leadership dots by dr. beth triplett

Dr. beth triplett is the owner of leadership dots, offering coaching, training and consulting for new supervisors. She also shares daily lessons on her leadershipdots blog. Her work is based on the leadership dots philosophy that change happens through the intentional connecting of small steps in the short term to the big picture in the long term.

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