End of the Year Performance Evaluations

The following is an excerpt from Painless Performance Evaluations: A Practical Approach to Managing Day to Day Employee Performance (2006).December is often the time of year when supervisors are expected to deliver end of year performance evaluations to employees.  Supervisors often struggle with these meetings because they have failed to follow three basic rules.No Surprises! – No issue should be raised in this meeting that has not been raised in a previous discussion.  The performance evaluation meeting is not the place to solve all of the employee's performance challenges.  It should be used as a summary of the previous rating period's discussions.The Employee Talks More than the Supervisor – By asking questions and listening, rather than reading the evaluation and telling the employee what to do, you will gain buy-in, commitment, and trust.  Remember, performance management is something we do WITH employees, not TO employees! This is a challenge that can be met by following the ideas in this chapter. Focus on the Future, Not on the Past – The past is done.  Don't spend too much time discussing the past and don't emphasize what the employee cannot change.  By focusing on the future, discussing future goals and expectations, the tone of the evaluation meeting becomes more hopeful, positive and productive