Beth Lassiter, MSHR, is the Department of Medicine Director of Human Resources.
Annual performance evaluations are an essential tool for managers to provide feedback, set goals, and improve their team's overall performance. However, many managers struggle with conducting these evaluations effectively. In this article, we will explore some best practices for managers to conduct annual performance evaluations successfully.
Prepare for the Evaluation:
Before conducting the evaluation, managers should prepare by reviewing the employee's job description, performance objectives, and past performance reviews. This will help managers evaluate the employee's current performance and identify areas for improvement.
Provide Specific Feedback:
Managers should provide specific feedback on the employee's performance, focusing on both strengths and areas for improvement. Specific feedback helps the employee understand what they are doing well and what they need to work on.
Set Clear Goals:
Managers should set clear, measurable goals for the employee that align with the organization's overall objectives. Goals should be SMART - specific, measurable, achievable, relevant, and time-bound. This will help employees focus on achieving their objectives and improve their job performance.
Ask for Employee Input:
Managers should encourage employees to provide input and feedback during the evaluation process. This will help employees feel valued and engaged in the process, and provide managers with valuable insights into how to improve the employee's performance.
Follow Up:
After the evaluation, managers should follow up with the employee to ensure they understand the feedback and goals set during the evaluation. Managers should also provide ongoing feedback throughout the year to track progress towards achieving goals and to address any performance issues that arise.
Provide Support and Resources:
Managers should provide support and resources to help the employee achieve their goals. This can include training, coaching, and mentoring. By providing support and resources, managers can help employees develop new skills and improve their job performance.
Annual performance evaluations are an essential tool for managers to provide feedback, set goals, and improve their team's overall performance. However, many managers struggle with conducting these evaluations effectively. In this article, we will explore some best practices for managers to conduct annual performance evaluations successfully.
Prepare for the Evaluation:
Before conducting the evaluation, managers should prepare by reviewing the employee's job description, performance objectives, and past performance reviews. This will help managers evaluate the employee's current performance and identify areas for improvement.
Provide Specific Feedback:
Managers should provide specific feedback on the employee's performance, focusing on both strengths and areas for improvement. Specific feedback helps the employee understand what they are doing well and what they need to work on.
Set Clear Goals:
Managers should set clear, measurable goals for the employee that align with the organization's overall objectives. Goals should be SMART - specific, measurable, achievable, relevant, and time-bound. This will help employees focus on achieving their objectives and improve their job performance.
Ask for Employee Input:
Managers should encourage employees to provide input and feedback during the evaluation process. This will help employees feel valued and engaged in the process, and provide managers with valuable insights into how to improve the employee's performance.
Follow Up:
After the evaluation, managers should follow up with the employee to ensure they understand the feedback and goals set during the evaluation. Managers should also provide ongoing feedback throughout the year to track progress towards achieving goals and to address any performance issues that arise.
Provide Support and Resources:
Managers should provide support and resources to help the employee achieve their goals. This can include training, coaching, and mentoring. By providing support and resources, managers can help employees develop new skills and improve their job performance.
For questions, please contact Beth Lassiter beth.lassiter@duke.edu.