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...

The example turning a negative into a positive

The example turning a negative into a positiveDuring performance reviews, use clear, nonjudgmental language that focuses on results and behavior. Notice the positive and negative aspects of these statements: • “Your work has been sloppy lately.” (Negative: too vague) • “Your last three reports contained an unacceptable number of statistical errors.” (Positive: cites specifics) • “You’re obviously not a mathematician.” (Negative: focuses on the person, not on performance) • “I know you’re capable of producing more accurate work.” (Positive: reaffirms co...

How to conduct a positive, valuable employee performance evaluation

How to conduct a positive, valuable employee performance evaluationSitting down to conduct an employee performance evaluation with a staff member is the part of the appraisal process most managers dread. But the session doesn’t have to be tense or uncomfortable. When conducting an employee performance evaluation, start by discussing any problems you’ve observed with the employee’s performance. Address each problem individually and don’t bring up a new problem until you’ve thoroughly discussed the current one. Use the following framework to discuss each problem: • Describe ...

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...

Link Performance Management With Rewards and Recognition To Optimize The Performance Review Process

Link Performance Management With Rewards and Recognition To Optimize The Performance Review ProcessMore and more, organizations are linking performance to compensation. This link, however, cannot effectively be established without the existence of sound performance management processes that are seen as fair and equitable. Clear documentation of progress against performance expectations also allows proper recognition for a job well done. This can be provided a number of ways, i.e.: formal recognition events, informal public recognition or privately delivered feedback. It is important also to note the bene...

Adequately Prepare and Train Your Managers To Optimize The Performance Review Process

Adequately Prepare and Train Your Managers To Optimize The Performance Review ProcessManaging the performance of another individual is not an easy task and requires many skills. Training may be required to ensure managers feel adequately prepared to effectively complete all the tasks related to performance management. This is especially the case for newly promoted supervisors. Managers need to understand human behavior, how to motivate, how to develop, provide coaching and deal with conflict. To a great extent, managers must be observers and able to assess a situation, provide motivation an...

Document is the killer application To Optimize The Performance Review Process

Document is the killer application To Optimize The Performance Review ProcessNote taking must be consistent and include all significant occurrences, positive or negative. Documentation is important to support performance decisions, and notes should be written with the intent to share. In addition to documenting the details of an occurrence, any subsequent follow up should be detailed. The performance log is a record that the manager keeps for each employee and is a record of performance "events." The maintenance of a performance log serves a number of purposes. The manager can recor...

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...