In some cases, it's easy to measure an employee's performance in the workplace. For example, there's sales targets in place, or an employee's immediate superior may have several complaints about him, which can indicate poor performance.
But in cases where none of these factors are present, you may wish to implement 'evaluations'. As these act a communication channel between you and the employee, with the purpose of maintaining a satisfactory level of performance in the workplace.
So to help you conduct an effective performance evaluation process in your own workplace, here are six steps to follow...
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The six steps to conduct an effective performance evaluation are…
Your employees' skill levels;
How every employee contributes to the overall business performance;
The training and skill-enhancing requirements for every one of your employees;
How to properly motivate your employees;
The required disciplinary measures.
Tell the employee about his shortcomings, and refer him to your performance standards alongside his position in relation to them.
This is to ensure that he understands exactly where he stands in the company.
Give the employee a chance to explain the reasons, if any, for his poor performance in the workplace.
Once you have gathered them, try to understand the problem.
Once you understand the problem, allow time for both you and the employee to make suggestions to solve the problem.
For example, it may be that you have been providing him with poor quality equipment, and if you replace them his performance should improve greatly.
You may also find he requires further training to use the equipment more effectively and efficiently.
Keep reading to see what STEP#4 is…
Get rid of your poor performer without landing at the CCMA!
You can't afford to have poor performers in your company. But you also can't afford to be taken to the cleaners at the CCMA for dismissing incorrectly!
Find out how you to LEGALLY get rid of poor performers here.
Once proposals have been made to solve the problem, try come to an agreement with the employee on the course of action to be taken.
But if you can't come to an agreement, then you as the employer may prescribe the steps to be taken to solve the problem.
*To learn what the other two steps are, go to Chapter P 05: Poor Performance
in your Labour Law for Managers
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