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Are you evaluating your poor performer fairly?

by , 26 April 2013
You may have a poor performer, but is she so bad that she's to blame for others' suicide? Though not. That's exactly what election candidates are claiming the Pakistan People's Party caused with its poor performance. A biased opinion? Probably. Luckily, there are easy ways to turn poor performance around. All you need to do is include the poor performer in the evaluation process to prove you're not biased!

The Pakistan Muslim League-Functional organised a rally through the streets ahead of upcoming elections.
As can be expected in any election process, the candidates lashed out at the Pakistan People's Party or PPP government for poor performance.
In total, they blamed them for high inflation, crimes, unemployment, poverty, corruption, load-shedding and looting across the country, says The Tribune.
Even worse?
The candidates accused the PPP's 'poor performance' of being the reason many Pakistanis have been compelled to commit suicide due to grinding poverty and unemployment.
Luckily, it's easier to evaluate the performance of employees than of the government.
Because your employee can't be expected to know intuitively whether she's performing to the standard required or not, says the Labour Law for Managers Loose Leaf.
And if you've already called her out for poor performance, your employee will likely be more anxious to get the job right.
That's why your employee must be told whether the performance target or standard you've set for her is now being met to your satisfaction. 
One way of doing so is to conduct regular evaluations of performance to ensure your employees are maintaining a satisfactory level of performance – especially if they've recently been promoted or have new responsibilities to handle. 
In the evaluation, you'll need to inform your employee of the extent to which she's meeting the standards of performance you have set. 
The easiest way to evaluate poor performance…
It could be as simple as checking whether a set sales target's been met – your employee will be able to evaluate herself in this case. 
But it's more complicated if your employee's poor performance is based on complaints from customers or the employee's colleagues or superior, says the Labour Law for Managers Loose Leaf. 
When evaluating a case of poor performance, make sure you get the whole story – not just one side
In this case, you'll need to make sure you've got the full story and that you're not basing your evaluation on subjective opinions – even the employee's manager's subjective opinion. 
That's why you need to involves the employee and work with her to achieve the desired results.
Checking in with your employee will also give you an idea of whether your employee's enjoying her job and on track to meet performance targets, says The Labour Bulletin.
This shows the employee that you're not biased against her, you genuinely care and would like her to be motivated to work better and enjoy her job.
So don't forget to include your employee when evaluation her performance – it's the best way to turn around a case of poor performance.

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