Training managers in how to conduct employee performance evaluations is one of the basic tasks of HR. Let us, therefore, focus on the most common mistakes managers make in evaluating employee performance and some tips HR should provide managers with. Ten most common mistakes of performance evaluations were recently published on Ceo.com. based on the mistakes, we are now bringing ten recommendations for your managers.
1. Don't evaluate personality traits, evaluate behavior
This is particularly true for negative evaluations such as "the employee has a bad attitude". If he really has a bad attitude, his manager should be able to describe the specific behavior that leads him to this belief.
2. Don't ask employees to evaluate themselves
Experience clearly shows that it is a waste of time for both high and low-performing employees. Manager is the one who should evaluate and he should not want his employees to do his job.
3. Don't criticize generally
Employees will rightfully ask for specific examples of the criticized behavior. You must have facts, figures, evidence.
4. Don't evaluate only short periods of time
If you are to evaluate employee performance throughout the entire year, examples from the last week will not be enough. In addition, employees could gain the feeling that it is enough to perform better just before the evaluation.
5. Don't give better evaluations to motivate employees
Don't count believe that your people will work harder if you give them a better evaluation than they deserve. Find a better motivational tool.
6. Don't compare employees to each other
It will mostly not be a fair evaluation and you would create unnecessary tension. Compare employees to the company's performance standards.
7. Don't ask about weather or the possibilities to improve your company's operation
Performance evaluation is a time when you should focus on individual employees and how you can help them to success. Ask what problems they face, what they need help with, what tools they are missing, etc.
8. Don't share confidential information
Resist the temptation to behave in front of your employees as if you knew everything. Concentrate only on performance and don't talk about things that you know you should not talk about.
9. Don't promise anything you can't do
Your task is to really help employees perform better, not to promise any unrealistic help.
10. Don't ignore past performance evaluations
Unlike most managers, employees remember how they were evaluated in the past. You should always build on previous reviews.
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