You’re giving a performance evaluation. How can you avoid the most common mistakes?

1 Be specific and objective

One of the most common mistakes in performance evaluation is being vague or subjective. For example, saying that an employee is "good" or "bad" at something, or that they "need to improve" or "exceed expectations" without giving concrete examples or measurable criteria. This can lead to confusion, misunderstanding, and resentment, as the employee may not know what they are doing well or poorly, or how they are being evaluated. To avoid this mistake, you need to be specific and objective in your evaluation. Use facts, data, and observable behaviors to support your feedback. Provide clear and relevant examples of what the employee did or did not do, and how it affected their performance and the team's or organization's goals. Use SMART (specific, measurable, achievable, relevant, and time-bound) goals to set expectations and track progress.

2 Balance positive and negative feedback

Another common mistake in performance evaluation is being too positive or too negative. For example, giving only praise or only criticism, or focusing on one aspect of performance and ignoring the rest. This can lead to complacency, defensiveness, or demotivation, as the employee may not feel challenged, valued, or respected. To avoid this mistake, you need to balance positive and negative feedback in your evaluation. Recognize and appreciate the employee's strengths, achievements, and contributions. Acknowledge and address the employee's weaknesses, challenges, and areas for improvement. Give constructive feedback that is honest, respectful, and supportive. Explain the impact and consequences of the employee's performance, both positive and negative. Provide suggestions and resources for improvement and development.

3 Involve the employee

A third common mistake in performance evaluation is being too one-sided or authoritative. For example, telling the employee what they did or how they performed, or imposing your opinions or decisions without listening to or considering the employee's perspective or input. This can lead to frustration, distrust, or conflict, as the employee may feel ignored, misunderstood, or imposed upon. To avoid this mistake, you need to involve the employee in your evaluation. Ask for and listen to the employee's self-assessment, feedback, and concerns. Encourage and facilitate a two-way dialogue that is open, respectful, and collaborative. Seek to understand the employee's point of view, challenges, and aspirations. Share your point of view, expectations, and goals. Discuss and agree on the performance rating, improvement plan, and development goals.

4 Be timely and consistent

A fourth common mistake in performance evaluation is being too late or inconsistent. For example, giving feedback only once a year or at the end of a project, or changing your standards or criteria without explanation or justification. This can lead to surprise, disappointment, or unfairness, as the employee may not have the opportunity to correct or improve their performance, or may feel that they are being judged unfairly or arbitrarily. To avoid this mistake, you need to be timely and consistent in your evaluation. Give feedback regularly and promptly, not just during formal evaluation sessions. Provide ongoing coaching and support throughout the year or the project. Monitor and document the employee's performance and progress. Apply the same standards and criteria to all employees, and explain any changes or exceptions.

5 Follow up and follow through

A fifth common mistake in performance evaluation is being too passive or forgetful. For example, giving feedback and then leaving it at that, or making promises or commitments and then not delivering or following up on them. This can lead to confusion, disappointment, or distrust, as the employee may not know what to do next, or may feel that their performance or development is not important or valued. To avoid this mistake, you need to follow up and follow through on your evaluation. Provide clear and actionable next steps for the employee and yourself. Set deadlines and milestones for improvement and development. Check in and follow up regularly on the employee's performance and progress. Provide feedback, recognition, and support as needed. Keep your promises and commitments, and hold yourself and the employee accountable.