Tracking the performance of your employees is critical; it allows you to reprimand employees who haven't been performing their jobs up to standard, and it also gives you the opportunity to praise and reward employees who have been going above and beyond. Making an employee performance appraisal might seem like a difficult task, but keeping a few key points in mind can help you do it successfully.
Keep it Professional
First of all, make sure that you keep the review professional. This isn't the time to ask about the employee's family or to make small talk. Instead, focus on the task at hand and on maintaining a professional demeanor.
It's also important to avoid starting any friction between employees. If you have heard something about an employee or have gotten a complaint, it's important to verify the validity of the complaint before talking to the employee about it. When mentioning what you have heard, do so in a calm and professional manner; you don't want the employee to get upset or frustrated, and it will be easier to get a solid, concrete answer if you approach the situation in a professional way.
Even as you give criticism, you shouldn't do so in an upset manner. Stay calm and collected and state the facts. Give concrete examples of what you are talking about, and let the employee know how you plan to handle the situation or what you would like for him or her to change.
It's important to take notes throughout the year to prepare for your employee performance appraisal. You might think that you will remember certain things that happen, but it's easy for these things to slip your mind. Don't just take notes when something bad happens, however; take the time to jot things down if your employee does really well at something, such as going above and beyond on a project or completing things before the deadline consistently.
Before the appraisal and review, it's important to compile all of the notes that you have taken over the past year. Jot down a few notes about what you would like to talk about during the meeting; then, you will be less likely to get sidetracked or to forget anything. If you have any proof of things that you would like to talk about, such as timecards if you are approaching the employee for being late for work, you will need to bring these things to the meeting as well.
During the review, it's important to jot down the employee's response. If the two of you come to an agreement about something, such as a disciplinary probation period, for example, you should write down the terms of this period and have the employee as well as yourself sign it.
If you're nervous about an upcoming employee performance appraisal, you shouldn't be. Following these three easy and straightforward steps will help you get through the process a lot more easily, and it will help ensure that your review is met with positive reception as well.