{"id":519,"date":"2013-11-21T11:33:44","date_gmt":"2013-11-21T11:33:44","guid":{"rendered":"http:\/\/picassopaint.net\/?p=180"},"modified":"2021-02-18T20:49:33","modified_gmt":"2021-02-18T20:49:33","slug":"performance-appraisal-guidelines","status":"publish","type":"post","link":"https:\/\/www.bullseyeengagement.com\/blog\/performance-appraisal-guidelines\/","title":{"rendered":"Performance Appraisal Guidelines"},"content":{"rendered":"

\"\"The performance evaluation process can be difficult sometimes. Some employees may react defensively. Sometimes employees do not understand the benefits of a positive appraisal. If your workers feel that there is unevenness in coming down hard on some while making it easy on others there will be disappointment and dissatisfaction. You can address these problems with the below guidelines:<\/p>\n

Give Specific Instruction<\/strong><\/p>\n

Set and properly explain goals & standards for your employees and what they will have to do to achieve them. Never say \u201cimprove quality\u201d & \u201cwork harder\u201d. Rather say exactly what you want from them like, \u201cdon’t make more than two mistakes in data entry a day\u201d or \u201cincrease sales 10% over last month’s sales\u201d. Similarly, when you evaluate a worker, give specific instances of what the employee did to achieve the goal.<\/p>\n

Make Deadlines<\/strong><\/p>\n

Set timelines to see improvement in employee performance. And make sure that the timeline is sufficient for that purpose. Don’t think that short and unbelievable deadlines pressure employees to work harder. It frustrates them.<\/p>\n

Set Realistic Goals<\/strong><\/p>\n

If you set unrealistic or impossible standards & goals, disappointment and resentment will result. Your Goals should take into account the realities of your workplace as well as an element of challenge beyond easy reach.<\/p>\n

Ignore Personality Evaluation<\/strong><\/p>\n

Just focus on the job, not on the employee’s personality. For example, don\u2019t say the employee is \u201cemotional and angry\u201d. Focus on the workplace conduct that is the problem. You can say the employee \u201chas been disobedient to the supervisor twice in the previous months. This behavior must stop.\u201d<\/p>\n

Handle Honestly<\/strong><\/p>\n

If you won’t tell an employee the truth about his performance problems, the worker won\u2019t know what he or she needs to improve. Bad news is uncomfortable for everyone but everyone deserves to know where they stand and how to move forward!<\/p>\n

Maintain Employee Evaluation Records and Data<\/strong><\/p>\n

Manage and store your evaluation data so that anyone reading it would be able to understand clearly what has happened. Remember that an evaluation might become evidence in a lawsuit. If it does, you will want the judge to see what you rated the employee.<\/p>\n

Employees Feedback<\/strong><\/p>\n

The evaluation process should also tell you about your employees’ concerns<\/a> as well as needs to be improving in areas. You should take their feedback about concerns and try to address them. You\u2019ll gain valuable information when you ask employees what they enjoy about their jobs and working with the company. Your employees will feel like real participants in the process. You might even get some insights that could improve the evaluation.<\/p>\n

Image courtesy of Stuart Miles at FreeDigitalPhotos.net<\/p>\n","protected":false},"excerpt":{"rendered":"

The performance evaluation process can be difficult sometimes. Some employees may react defensively. Sometimes employees do not understand the benefits of a positive appraisal. If your workers feel that there is unevenness in coming down hard on some while making it easy on others there will be disappointment and dissatisfaction. You can address these problems with the below guidelines: Give Specific Instruction Set and properly explain goals & standards for your employees and what they will have to do to achieve them. Never say \u201cimprove quality\u201d & \u201cwork harder\u201d. Rather say exactly what you want from them like, \u201cdon’t make more than two mistakes in data entry a day\u201d or \u201cincrease sales 10% over last month’s sales\u201d. Similarly, when[…]<\/span><\/p>\n","protected":false},"author":7,"featured_media":678,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[77,91,106],"class_list":["post-519","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-employees-concerns","tag-improve-evaluation","tag-performance-appraisal"],"yoast_head":"\r\nPerformance Appraisal Guidelines | Bullseye Engagement<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.bullseyeengagement.com\/blog\/performance-appraisal-guidelines\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Performance Appraisal Guidelines | Bullseye Engagement\" \/>\r\n<meta property=\"og:description\" content=\"The performance evaluation process can be difficult sometimes. Some employees may react defensively. Sometimes employees do not understand the benefits of a positive appraisal. If your workers feel that there is unevenness in coming down hard on some while making it easy on others there will be disappointment and dissatisfaction. You can address these problems with the below guidelines: Give Specific Instruction Set and properly explain goals & standards for your employees and what they will have to do to achieve them. Never say \u201cimprove quality\u201d & \u201cwork harder\u201d. Rather say exactly what you want from them like, \u201cdon’t make more than two mistakes in data entry a day\u201d or \u201cincrease sales 10% over last month’s sales\u201d. 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Some employees may react defensively. Sometimes employees do not understand the benefits of a positive appraisal. If your workers feel that there is unevenness in coming down hard on some while making it easy on others there will be disappointment and dissatisfaction. You can address these problems with the below guidelines: Give Specific Instruction Set and properly explain goals & standards for your employees and what they will have to do to achieve them. Never say \u201cimprove quality\u201d & \u201cwork harder\u201d. Rather say exactly what you want from them like, \u201cdon’t make more than two mistakes in data entry a day\u201d or \u201cincrease sales 10% over last month’s sales\u201d. 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