How to make Performance Evaluations more inspirational!(collected)

Job Performance evaluation need not be a drab and lifeless affair. Here are ten tips that can make it inspirational and motivating for both employees and managers:

1. Set clear and objective performance goals.
2. Ensure that the manager and employee have a common understanding on the effects of positive performance and how does it influence the overall team and organizational objectives.
3. Link rewards with objectives that cover both personal and organizational growth.
4. Managers need to understand and recognize the employee's ambitions and effectively link the same with organizational goals.
5. Keep the review process transparent.
6. It is a critical requirement to be impartial and have a system that is not even perceived to be partial.
7. Employee Feedback is important.
8. One of the most overlooked aspects of the performance evaluation is getting and respecting the employee feedback. Managers should be encouraged to discuss with their subordinates about their career goals, their favourite projects and the kind of support they need.
9. Value your employees.
10. Universally, no one is perfect and everyone has strengths and weaknesses. Yet many a times, managers measure subordinates against some fictional image of an ideal employee. There is a need to be realistic about your employee’s skills, abilities and shortcomings. It would be worthwhile to utilize their strengths, and downplay weaknesses. If it means fitment into an alternative role, why not?
11. Adopt a constructive approach.
12. Even if you have negative feedback to deliver, do it in a constructive way. Guide your employees what they need to do to improve. Follow it up with coaching and regular feedback to help them improve. Then make sure to review, recognize and reward progress.
13. Add some excitement in the job.
14. Including some “fun” or “out of the box” elements in the work and linking them to the competencies can help in better employee engagement and help make their job exciting.
15. Do not make it a rush job.
16. If you do not have enough time for the evaluation, it simply means low priority accorded to the job. The result could be either a much delayed or rushed through job. In such a case, don’t even expect it to be an effective one!
17. It is not a year-end one-time activity.
18. A periodical and regular evaluation is an essential element of the process. Many a times, even though part of the process, all the steps are completed at year-end. This can complete a formality… and that’s that!
19. Remember, it is still evolving!
20. No PMS is perfect and experiments will continue. Many companies have done away with conventional evaluations; but it does not mean that they have found the right answer. It only means that it cannot be something cast in the stone… and therefore, don't hesitate (thoughtful) experimenting.