When you are next asked to suggest comments for a performance evaluation, a newer concept states that an many overseers will want is to set the evaluated worker up for success, even through the evaluation.
Using this positive approach with employees helps to create positive structures for change. You have to understand what communication techniques are important and how honest & positive appraisals can actually boost productivity and performance.
These positive structures will in turn invite an employee to build or continue to build on a positive foundation. Here I’ll show you how this works, and how the choice of staff performance appraisal comments affect performance.
Performance evaluation forms may be intimidating in themselves. Your workers are most likely nervous about the employee performance evaluation.
It has often been stated that almost anything can be taken well if it is spoken well. When the evaluation is taken well, your employee can move ahead with a vision for new confidence and freedom versus intimidation and stagnation. This is often seen as the first steps in understanding how to become a true entrepreneur. After all, to grow a business you must know how to effectively delegate and encourage your staff.
Get your goals right in the performance evaluation to start out with
To suggest comments for a performance evaluation is to suggest attainable goals and a viewfinder for reaching them. Redirecting negative comments can create new goals to reach, instead of staying in the rut of an unacceptable reality.
Your words on performance evaluations forms should have the higher purpose of an employee’s improvement. However, evaluations are generally known for reflecting the exact reality that they are, instead of propelling a worker forward.
For example, a comment such as “Todd is consistently late to work,” could be rewritten to read, “Todd strives to begin work on time each day.” This comment will state the goal for Todd within the evaluation comment.
Alternately, if Todd were indeed on time each day, the comment would read, “Todd arrives at work on time each day, ready to begin his workday.” The comment, “Todd never smiles at his customers,” could be redirected to, “Todd’s customer’s look to him for a ready smile as he performs each meaningful transaction.” Using this model, Todd’s attention will be directed to an appealing new goal that invites him to participate in.
If the appraisal process requires each employee to fill out a questionnaire and make sure the various employee engagement surveys & their appropriate questions can elicit proper feedback. By proper feedback I mean that employees are given the chance to specify their own concepts, goals as well as negative complaints that can be fed back to management.
Bad leadership will overlook such negative feedback. Good leaders realize that in order for employees to perform at their best, they need to be able to contribute and feel their feedback is being acted upon.
Finding the positive in any negative
Any negative statement can be transformed into a positive one with a window to the future. This is what any employer or manager should want to do; invite the employee to the road ahead that you see for them.
The key: Believe in them before they believe in themselves.
Bottom line: You do not sugarcoat something in such a way that you’re not telling the truth. Openness and honesty are still critical. If they know you ‘see’ what they are capable of, they will have the ability to see it too.
At that point, the natural thing for them to do is head up the new trail that has been opened to them. Suggest comments for a performance evaluation that will open the way to advancement and positive change.