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Three mistakes employers make that can ruin an employee evaluation

by , 25 June 2014
If you're one of the many employers who dread holding employee performance evaluations, perhaps it's time to change your ways.

The reality is that employees generally look forward to this big meeting. Most of them look forward to telling you about their progress when it comes to duties outlined in their job description and they look forward to getting feedback on how they can improve or do things better.

If you get complacent about employee evaluations and dread them this could lead to you making simple mistakes that could significantly impact your employee's motivation and performance.

Not convinced?

Take a look at the three mistakes employers make that can ruin an employee evaluation so you can steer clear of them.

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Some employers ruin performance evaluations by making these three mistakes – don't fall into the same trap

Mistake #1: Raising issues you can't back up with examples

If you make a general statement about poor performance, almost every employee will quite rightly ask for specific examples, writes Jeff Haden on CBS news.com.

Without concrete examples your point is lost. So never refer in general terms to any problem or area for improvement without examples that back up your conclusion. Facts and figures are a necessity, says Haden.

Mistake #2: Ignoring the previous review

Experts behind the Practical Guide to Human Resources Management always stress the importance of reviewing previous reviews when preparing to evaluate your employee's performance.

And Haden agrees with this sentiment.

He says, while you may not remember everything you said the last time you evaluated your employee, chances are your employee remembers what you said. And he'll feel like you're just going through the motions if you discuss the same opportunities just like the last time. He'll feel like you're just paying lip service to career development.

So go through the notes you took during your last reviews so you're well prepared.

And remember that performance evaluations are part of an overall process of improvement and development, not a one-off event to quickly forget, because even if you forget what you say, your employee never will, warns Haden.

Mistake #3: Comparing one employee to the other

Haden says even if it's true, never say something like: 'Your sales numbers are the worst in the group.'

He says comparisons are unfair and often create hard feelings and unhealthy competition. It's best to only compare employee performance to standards.

If your employee does have the lowest sales numbers but is still meeting expectations, focus on ways to exceed expectations.

There you have it. Avoid making these mistakes during employee performance evaluations – they demotivate employees and affect employee performance.

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