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Five tested paths to an effective performance review

by , 21 May 2015
It's essential to conduct performance assessments because your company will be able to improve employee performance and their professional goals will be reached. Together, your business reaches its objectives if your performance review system is effective.

To make it so, here are some useful tips to use to conduct employee reviews and performance evaluations that add value to your company.

Conduct effective performance reviews using these five tips

1. Use performance logs to simplify writing employee reviews
You should be very organised when it comes to the employees reviews so you don't make  employee performance evaluation far more difficult than necessary, explains Businessmanagementdaily.com.

The solution is to create and maintain a log for each employee. The site recommends using a simple recording system to document employee performance before writing employee reviews.

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2. Conduct a positive, valuable employee performance evaluation
It's not an easy job to conduct an employee performance evalution, but the process doesn't have to be stressful. In fact, stress is something you should avoid.

"When conducting an employee performance evaluation, start by discussing any problems you've observed with the employee's performance. Address each problem individually and don't bring up a new problem until you've thoroughly discussed the current one," writes the previously mentioned source.

3. Learn to turn a negative aspect into a positive one
Most employees don't handle negative feedback well. To avoid making your employees less motivated during performance reviews, use clear, nonjudgmental language that focuses on results and behavior.

Notice the positive and negative aspects of these statements:

• "Your work has been sloppy lately." (Negative: Too vague)
• "Your last three reports contained an unacceptable number of statistical errors." (Positive: Cites specifics).

4. Measure an employee's 'intangible' traits
It's really difficult to evaluate employees on the basis of factors such as cooperativeness, dependability and judgment. Note that the higher up the organisational chart an employee is, the more important those traits become.

However, most supervisors find intangibles the most difficult factors to evaluate and it could be because of the fact that they are perceived as personal.

Business Management Daily recommends managers follow two guidelines when addressing intangible traits in an employee performance evaluation:

1. Match traits to the job.
2. Match traits to behavior.

While you can't help being subjective when evaluating intangible factors, you can and should avoid bias by focusing on concrete examples of instances in which the employee displayed positive or negative behavior regarding a particular trait.

5. Make sure you avoid negative phrases in the employee performance evaluation
When the time comes to discuss an employee performance evaluation, you don't use words or phrases that might unintentionally communicate the wrong message, says Business Management Daily, or come across as too negative or personal.

This is very important since some phrases can demotivate your employees, decrease productivity and have a negative influence overall.

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