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Crank it Up With Performance Evaluations

Written by: Marshall W. Northcott

Article Overview: People need feedback! You hurt your people and yourself with inconsistent or non existent performance evaluations, they are worthy of the effort! Learn why performance evaluations are necessary and how to leverage them to improve overall results! Learn more, read on...

Crank it Up With Performance Evaluations

In smaller size organizations, performance evaluations are often at best an afterthought or a extremely low priority and even more commonly they are non existent. Ask and in many cases you will find that although business owners or managers know that it is something that they should do, it just never happens because there is always something more important to take care of. Sadly, unless there is a designated human resources individual or department or unless the manager understands the importance of performance evaluations and makes them a priority to ensure they are completed, it just doesn't happen.

Performance evaluations accomplish many significant points in the development of your people. They provide timely feedback which is important because the majority of people want to know how they are doing in comparison with what the company's expectation is of them. Performance evaluations help management work in partnership with their team members to create a plan for on-going personal and professional development.

Why is this important? Investing the time proves that you care, your efforts say "we notice!" It lets the employee know that their efforts matter. For reasons of fairness to all your team members and because your consistency gives people a sense of comfort that you can be counted on to schedule the time to do performance evaluations. As the person facilitating the review it provides you with a formal opportunity to recognize and reinforce noted improvements. It is your opportunity to acknowledge improvements and any changes in attitudes and behavior. You can recognize strengths and identify areas for improvement that will increase productivity. In the evaluation session you can also gain acknowledgement from the employee that your observations are accurate and should be taken to heart for future evaluations. Although positive improvements or serious concerns should never be postponed for evaluations, this is an additional chance to praise notable conduct and critique or highlight growth opportunities. It is an excellent time to reflect and benchmark individual performance for continuous improvement. Other than all these great reasons you should do performance reviews to protect yourself legally.

What happens if you neglect to do this? It can show a lack of accountability on your part to do something that is expected of you. In turn it also diminishes the degree of accountability on the part of the staff member because when performance evaluations are completed properly they set the stage for future improvement. Your inconsistency sends out a loud and clear message that says we don't care. Your inaction speaks louder than words. There is no apparent need to change or improve. People fall into a routine of drudgery without hearing positive feedback or being given new improvement goals to strive for.

What must be measured? Although in sales we tend to fall into the trap of thinking that the only thing necessary to measure is the bottom line, there are many possible categories that can be measured. Sales revenues, quality and quantity of workmanship, organization, attention to detail, customer service (complaints) and support. Various activities (activity levels), communication, cooperation and teamwork can also be measured.

How do you prepare and deliver performance evaluations? What you want to do, is create a systematic process for delivering the appraisal. Some people who have very busy schedules and overwhelming responsibilities will provide the employee with a template that is broken into the various areas open for discussion and have them complete their own evaluation. This is an excellent time saver and generally you will find that most people will be harder on themselves that you will be. Have a standardized format. Put an emphasis on record keeping and maintaining an employee file for storage of important documents and notes. Identify strengths and weaknesses. Use varied approaches for different employees. The performance evaluation will vary from the top performers to those who are under performing. You will use many skills in the interview. They will include; receiving and using staff feedback, listening, empathy. offering praise for positive points, highlighting growth points, negotiating on points of disagreement, asking for commitment to improve, giving constructive feedback rather than criticism, evaluating progress since last review and being tough when necessary. You will have to learn to understand what the employee needs in order to gain the result you desire.

At the end of your performance evaluation, you should outline expectations moving forward attached to a game plan. Recap the meeting by stating where you are now, where we want to go by the next evaluation (or before if necessary) and what needs to be done to get there which may include recommendations for training courses, reading assignments or any other form of education that will help modify behavior in the desired direction.

"You will never find time for anything. If you want time, you must make it." - Charles Bixton

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Article Tags: Accountability, Feedback, Performance Development, Performance Enhancement, Performance Evaluations, Sales Coaching, Sales Leadership, Sales Management



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