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You’re conducting a performance evaluation. How can you make sure it’s effective?

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Performance evaluations are crucial for both employees and employers, as they provide feedback, recognition, and opportunities for improvement. However, conducting a performance evaluation can be challenging, especially if you want to avoid bias, conflict, and demotivation. How can you make sure your performance evaluation is effective and fair? Here are some tips to help you prepare, conduct, and follow up on your performance evaluation.

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Thiago Levada de Carvalho

Gerente de Vendas | Gerente de Vendas Regional | Gerente Distrital de Vendas | Gerente Comercial
Bradley Bailey

Senior Commercial Manager, Light & Wonder SPARK
Emmanuel Bertaux

Directeur Commercial France

1 Set clear and SMART goals

Before you conduct a performance evaluation, you need to have a clear and consistent framework for measuring and assessing the employee's performance. One way to do this is to use SMART goals, which are Specific, Measurable, Achievable, Relevant, and Time-bound. SMART goals help you and the employee to align your expectations, track your progress, and evaluate your results. You should review and update the SMART goals regularly, and communicate them clearly to the employee before the performance evaluation.

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Bradley Bailey

Senior Commercial Manager, Light & Wonder SPARK
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The key is to ensure that the manager is having regular individual check-ins with their team and discussing the progress towards each objective. There should be no real surprises when it comes to receiving a rating or grade, as good communication has meant that both parties are on the same page.

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Suzan Qtban

Human Resources Manager
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Clear Objectives: Define the evaluation's purpose clearly. Structured Approach: Create a consistent evaluation process. Adequate Documentation: Gather necessary information for a thorough assessment. Timely Feedback: Provide feedback regularly for immediate improvement. Encourage Self-Assessment: Promote self-awareness and accountability. Specific Feedback: Give actionable feedback based on observable behaviors. SMART Goals: Set goals that are specific, measurable, achievable, relevant, and time-bound. Acknowledge Achievements: Recognize and celebrate successes. Development Support: Offer resources and assistance for improvement. Follow-Up: Check progress and adjust as needed. Document Results: Record outcomes, feedback, and plans.

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Thiago Levada de Carvalho

Gerente de Vendas | Gerente de Vendas Regional | Gerente Distrital de Vendas | Gerente Comercial
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Para estabelecer metas claras e inteligentes no processo de feedback, podemos seguir o método SMART, que é um acr?nimo que significa Específico (Specific), Mensurável (Measurable), Atingível (Achievable), Relevante (Relevant) e Temporal (Time-bound).

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Marcos Aparicio

Concreto, Cimento & Microcimento
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No projeto, Importante definir metas claras, tangíveis, alimentar um processo de feedback entre os envolvidos, definir prazos e envolvimento de todos e no desenvolvimento deste projeto, avaliar cada avan?o e caso necessário definir novas rotas para que o projeto atenda aos objetivos inicialmente programados

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2 Gather feedback from multiple sources

Your performance evaluation should not rely on your own subjective opinion, but rather on objective and reliable data from multiple sources. You can gather feedback from the employee's peers, customers, managers, or other stakeholders, using tools such as surveys, interviews, or 360-degree feedback. This way, you can get a more comprehensive and balanced view of the employee's strengths, weaknesses, achievements, and challenges. You should also ask the employee to self-evaluate their performance, and compare their perspective with yours and others'.

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3 Use a positive and constructive tone

The way you communicate your feedback can have a significant impact on the employee's motivation, engagement, and performance. You should use a positive and constructive tone, that acknowledges the employee's accomplishments, praises their efforts, and encourages their growth. You should also avoid using negative or harsh language, that criticizes the employee's personality, blames them for failures, or compares them with others. Instead, you should focus on the facts, provide specific examples, and offer actionable suggestions for improvement.

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4 Involve the employee in the discussion

A performance evaluation should not be a one-way lecture, but rather a two-way dialogue, that involves the employee in the discussion. You should listen to the employee's feedback, concerns, and aspirations, and show empathy and respect for their point of view. You should also ask open-ended questions, that invite the employee to reflect on their performance, share their insights, and propose their solutions. By involving the employee in the discussion, you can build trust, rapport, and collaboration, and make them feel valued and empowered.

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Emmanuel Bertaux

Directeur Commercial France
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1° s'appuyer sur des éléments factuels à présenter en termes de résultats, réussites, échecs, comportement... Dans sa position en tant qu'individu et en tant que membre d'une équipe. 2° demander au collaborateur comment il per?oit ses résultats et ce qu'il en pense, quelle est son analyse, avec un véritable esprit d'écoute. 3° Exprimer clairement sa position, sans faux fuyant, en s'appuyant sur des éléments tangibles et en mettant en perspective objectifs définis/ objectifs réalisés. 4° l'impliquer sur les solutions à mettre en ?uvre, ou sur la fa?on d'améliorer certains points. IL faut savoir également valoriser les points positifs et proposer son accompagnement sur les difficultés rencontrées.

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Thiago Levada de Carvalho

Gerente de Vendas | Gerente de Vendas Regional | Gerente Distrital de Vendas | Gerente Comercial
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é importante incentivar ativamente os profisisonais do time a participarem do processo de avalia??o, oferecendo oportunidades para que eles realizem uma autoavalia??o de seu próprio desempenho. Esse enfoque pode contribuir significativamente para a promo??o da responsabilidade e o desenvolvimento pessoal dos colaboradores.

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5 Set realistic and mutually agreed expectations

The ultimate goal of a performance evaluation is to help the employee improve their performance and achieve their potential. To do this, you need to set realistic and mutually agreed expectations, that are aligned with the employee's goals, skills, and resources. You should also provide clear and specific guidance, support, and resources, that will help the employee to meet the expectations. You should also monitor and follow up on the employee's progress, and provide ongoing feedback and recognition.

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Thiago Levada de Carvalho

Gerente de Vendas | Gerente de Vendas Regional | Gerente Distrital de Vendas | Gerente Comercial
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Estabelecer expectativas realistas e mutuamente acordadas no processo de feedback é fundamental para garantir uma comunica??o eficaz e um entendimento claro entre ambas as partes. Ser transparente desde o início do processo, evita mal-entendidos e permite que todos estejam na mesma página. Conversar abertamente promovendo uma comunica??o aberta e honesta durante o processo de feedback, encoraja os colaboradores a expressarem suas próprias expectativas e preocupa??es.

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6 Document and communicate the outcomes

The last step of a performance evaluation is to document and communicate the outcomes, that summarize the main points of the discussion, the feedback, and the action plan. You should write a clear and concise report, that highlights the employee's achievements, areas for improvement, and goals for the next period. You should also share the report with the employee, and ask them to sign it and provide their comments. You should also communicate the outcomes to the relevant managers, and update the employee's records accordingly.

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Thiago Levada de Carvalho

Gerente de Vendas | Gerente de Vendas Regional | Gerente Distrital de Vendas | Gerente Comercial
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Após discuss?es de feedback, é útil documentar as expectativas acordadas em um plano de a??o ou documento similar. Isso fornece uma referência tangível para ambas as partes e ajuda a garantir que todos estejam comprometidos com os mesmos objetivos.

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7 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?

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Anthony Paradiso, MS, SHRM-CP

Senior Human Resources Leader | Human Resources Operations | Training & Development | Executive Coaching | Engagement & Retention | Performance Management | Policy & Compliance
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To ensure an effective performance evaluation, establish clear objectives and criteria, provide regular feedback, encourage two-way communication, tailor evaluations to individual roles, and offer opportunities for development. Involve employees in goal-setting to enhance ownership and motivation. Lastly, follow up on action plans and provide ongoing support to help employees achieve their objectives.

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Vishnu Sharma

Talent Strategy & Solutions - Human Resource@IBM Consulting, SHRM-SCP , SPHRi
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Few basics to run through , while conducting a performance assessment ; - Schedule the time with the employees beforehand: do not pull them into a meeting randomly - Encourage employees to document their accomplishment and achievements, before coming for the discussions - You go through all good work and areas of improvements pointers before starting a conversation - Prepare your notes and be specific with the employees : appreciate the good work and be candid with the areas of improvement. would be handy to give them future goals inputs well - Document the detailed feedback and plan of action - Take feedback and reflect , if you have been consistent and fair in the assessment. Improve and remove any bias

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You’re conducting a performance evaluation. How can you make sure it’s effective?

1

2

3

4

5

6

7

1 Set clear and SMART goals

2 Gather feedback from multiple sources

3 Use a positive and constructive tone

4 Involve the employee in the discussion

5 Set realistic and mutually agreed expectations

6 Document and communicate the outcomes

7 Here’s what else to consider

HR Consulting

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You’re conducting a performance evaluation. How can you make sure it’s effective?

1

2

3

4

5

6

7

1 Set clear and SMART goals

2 Gather feedback from multiple sources

3 Use a positive and constructive tone

4 Involve the employee in the discussion

5 Set realistic and mutually agreed expectations

6 Document and communicate the outcomes

7 Here’s what else to consider

HR Consulting

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