Person-Centered Managers & Performance Evaluations: 10 Tips

As we head into the holiday season, it's essential for managers to navigate performance evaluations with both empathy and a focus on accountability. This period can be stressful for many, and evaluations are an opportunity to uplift, support, and guide employees rather than adding to their stress.

At grit & flow, we're here to support you in building an organization that fosters inclusion and high retention, so we've put together some actionable and compassionate strategies for conducting evaluations effectively:

1. Set Clear Expectations Early

Align with Job Descriptions: Ensure that the evaluation criteria are based on the employee’s job description, making it transparent what aspects of their performance are being assessed.

Benefit: Provides a clear, fair framework for evaluations and ensures accountability without ambiguity.

2. Foster a “No Surprises” Evaluation

Regular Check-Ins: Throughout the year, maintain open, honest communication about performance. Address any issues as they arise so the formal evaluation is a reflection rather than a revelation.?

Benefit: Reduces anxiety for employees and builds trust, as they know there won’t be any unexpected feedback.

3. Contextualize Performance During the Season

Acknowledge Seasonal Stress: Recognize that the holiday period can impact performance, whether due to family obligations, mental health challenges, or seasonal burnout. Approach evaluations with empathy but keep accountability intact.

Benefit: Balances understanding with maintaining standards, promoting both support and responsibility.

4. Highlight Strengths Before Challenges

Balanced Feedback: Start with areas where the employee has excelled and express appreciation for their efforts before addressing areas needing improvement.

Benefit: Sets a positive tone and reinforces motivation, making constructive criticism more digestible.

5. Tie Feedback to Goals and Development

Focus on Growth: Discuss how the employee can develop their skills and strengths, and set realistic, achievable goals for the coming year. Where performance was lacking, explain why improvement is necessary in the context of job expectations.

Benefit: Helps employees see the bigger picture and understand the “why” behind feedback, driving engagement and improvement.

6. Provide Examples for Constructive Feedback

Be Specific: Use concrete examples of behavior or work outcomes rather than generalized statements. Explain how these instances align (or misalign) with the job description.

Benefit: Makes feedback actionable and helps employees understand exactly what needs to change.

7. Emphasize Accountability with Compassion

Empathetic Delivery: While holding employees accountable, use a compassionate tone that acknowledges personal challenges but reiterates the importance of performance expectations. Benefit: Reinforces that performance standards are non-negotiable while also showing humanity.

8. Schedule Evaluations Thoughtfully

Mind Timing: Avoid scheduling evaluations at the last minute or during particularly sensitive days, if possible. Provide plenty of notice to prepare, ensuring both sides come to the conversation ready.

Benefit: Reduces stress and ensures a more thoughtful and productive evaluation. Follow Up with Supportive Action Plans

9. Offer Resources

If performance gaps are identified, discuss available resources or training opportunities to help employees improve.

Benefit: Shows that you’re invested in their growth, not just critiquing their shortcomings. Recognize Contributions Genuinely

10. Sincere Appreciation

Acknowledge not only work achievements but also the effort put in, especially during a challenging season.

Benefit: Increases morale and shows that their work is valued, enhancing loyalty and job satisfaction.

By grounding evaluations in both the employee’s job description and regular performance conversations throughout the year, managers can uphold standards while ensuring fairness. This dual approach of accountability and empathy helps foster a supportive, high-performing work environment, even during the most complex times of the year.

At grit & flow, we're your partners in building a world where every team member feels seen, heard, and integral to the organization's success. It's not just about trends; it's about creating workplaces that resonate with your vision of inclusivity and high retention.

Visit our website www.gritandflow.com or find us on LinkedIn!