What do you do if performance evaluations aren't improving employee performance in Administrative Management?

1 Set clear and realistic goals

One of the reasons why performance evaluations may not work is that the goals and expectations are not clear, realistic, or aligned with the employee's role and skills. As an administrative manager, you need to set SMART goals for your employees, which means they should be specific, measurable, achievable, relevant, and time-bound. You also need to communicate these goals clearly and regularly, and provide feedback and support along the way. This way, your employees will know what is expected of them, how they will be evaluated, and how they can improve.

2 Use multiple sources of feedback

Another reason why performance evaluations may not work is that they rely on a single source of feedback, which may be biased, incomplete, or outdated. As an administrative manager, you need to use multiple sources of feedback to get a more accurate and comprehensive picture of your employee's performance. You can use self-assessments, peer reviews, customer feedback, or other metrics to supplement your own observations and opinions. You also need to ensure that the feedback is timely, constructive, and consistent, and that you recognize the employee's strengths as well as areas for improvement.

3 Involve employees in the process

A third reason why performance evaluations may not work is that they are imposed on the employees, without giving them any voice or choice in the process. As an administrative manager, you need to involve your employees in the performance evaluation process, and make it a two-way dialogue rather than a one-way lecture. You can ask your employees to set their own goals, to self-evaluate their performance, to share their challenges and achievements, and to suggest solutions and actions. You also need to listen to their feedback, concerns, and aspirations, and to collaborate with them to create a development plan that suits their needs and interests.

4 Follow up and follow through

A fourth reason why performance evaluations may not work is that they are not followed up or followed through, and they become a once-a-year ritual rather than a continuous process. As an administrative manager, you need to follow up and follow through on the performance evaluation process, and make sure that the goals, feedback, and actions are reviewed and updated regularly. You also need to monitor the employee's progress, provide ongoing coaching and mentoring, and celebrate the achievements and improvements. This way, you will show your employees that you care about their performance and development, and that you are committed to helping them grow and succeed.

5 Evaluate your own performance

A fifth reason why performance evaluations may not work is that you as an administrative manager may not be performing well yourself, and you may not be setting a good example or creating a positive work environment for your employees. As an administrative manager, you need to evaluate your own performance, and identify your strengths and weaknesses as a leader and a manager. You also need to seek feedback from your employees, peers, and superiors, and to act on it. You also need to improve your skills and knowledge, and to model the behaviors and values that you expect from your employees. This way, you will enhance your credibility and trustworthiness, and inspire your employees to follow your lead and perform better.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?