Performance Evaluation Tips for Managers & Supervisors

Performance Evaluation Tips for Managers & Supervisors


 Evaluation Tips for Managers:

Weather your organization uses quantitative evaluations like rating scales with comment boxes OR conversational discussions, evaluation feedback is crucial to the professional growth of your workforce.  It is HR’s responsibility to ensure that all managers are fully aware and trained on the performance management system in their organization.

1) Set SMART Goals:

SMART stands for Specific, Measurable, Attainable, Relevant, Time-bound.  Creating SMART goals is the foundation to a successful evaluation cycle.   When employees have quality goals, they will become (or continue to be) quality employees who provide valuable assets to the organization.   When goals are fluffy and easy to reach, the employee is either not taken seriously or will remain stagnate.   Either of these options is not fair to the employee, which is why SMART goal creation is a must to any smart organization. 

Setting SMART Goals

2) Solicit employee feedback and input when setting goals:

Managers and supervisors should discuss goals with the employee.  The employee may have valuable feedback that the manager was not aware of.  For example, they may be attending night school in order to build their career.  Managers should set up check-in meetings with each employee in order to keep the evaluation fluid.

3) Share your experiences and lessons learned:

Managers and supervisors should share knowledge with their employees.  Using your experience will help the employee to make more efficient choices and possibly avoid repeating mistakes that the manager had made in the past.  If/When an employee comes to a manager with a mistake, the manager can use this tip to help the employee work through the challenge they are facing.

4) Stay engaged in your employee’s development:

Managers and supervisors should be engaged in the employee’s development, especially when it correlates to their position with the organization.  Using the example above, knowing that an employee is enrolled in a job specific course or program will help both the employee and the organization.  Managers should provide valuable feedback, coaching, training and daily conversations with the employee.  This may require HR to provide extra training for management, but it is worth the extra effort, if your goal is to provide a quality work experience.

5) Select Realistic Ratings:

There are basically two forms of rating.  One is to use quantitative rating scales, and the other is to provide conversational feedback.  Whichever your company uses, the ultimate goal to relate performance results is basically the same.  Managers should consider all evaluation rating errors, such as the Halo/Horn affect, central tendency, leniency, strictness, contrast effect, first impression error, to name a few. More information on: Manager Rating Biases & ErrorsEvaluation Tips for Managers

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