How to measure an employee’s ‘intangible’ traits

How to measure an employee’s ‘intangible’ traitsWhen writing employee reviews, supervisors are typically called upon to evaluate employees on the basis of intangible factors, such as cooperativeness, dependability and judgment. The higher up the organizational chart, the more important those traits become. Yet most supervisors find intangibles the most difficult factors to evaluate, probably because they seem so personal. Business Management Daily recommends managers follow two guidelines when addressing intangible traits in an employee performance evalu...

Evaluate and Encourage Full Participation and Success To Optimize The Performance Review Process

Evaluate and Encourage Full Participation and Success To Optimize The Performance Review ProcessThere is widespread recognition that an annual meeting to evaluate progress does not have the same benefits as ongoing dialogue and feedback. Feedback that is delivered when it is most relevant enhances learning and provides the opportunity to make necessary accommodations in order to meet objectives. Some organizations are moving towards conducting performance reviews twice a year, while a small portion is trying to conduct them more frequently. Regardless of frequency, the attitude towards ongoing feedbac...

The Review To Optimize The Performance Review Process

The Review To Optimize The Performance Review ProcessThe employee performance appraisal or review should be a summary of all that has been discussed. Based upon job expectations and key areas of contribution, and previously discussed goals and evaluation methods, the appraisal should be a written confirmation of what has already been discussed with the employee. The form should include key job responsibilities, current project work, relevant competencies, goals and achievements. Previously completed performance appraisals should be used as reference documents...

Gather Information From a Number of Sources To Optimize The Performance Review Process

Gather Information From a Number of Sources To Optimize The Performance Review ProcessGathering performance information from a variety of sources increases objectivity and ensures all factors impacting performance are considered. This information should include objective data like sales reports, call records or deadline reports. Other valuable information includes: feedback from others, results of personal observation, documentation of ongoing dialogue, records of any external or environmental factors impacting performance. Many reviews also include an employee self-evaluation. Other documen...

Ensure an Ongoing Process To Optimize The Performance Review Process

Ensure an Ongoing Process To Optimize The Performance Review ProcessAs the following diagram illustrates, goal setting, performance planning, performance monitoring, feedback and coaching is ongoing and supports the creation of the performance appraisal, which in turn supports processes related to rewards, learning and development. Performance monitoring, feedback and coaching creates a separate feedback loop within the larger loop which should take place more often, allowing for necessary adjustments to performance planning as conditions dictate.