Have a Painless Performance Evaluation Discussion

For many organizations, December is performance evaluation time. Before you sit down to deliver performance evaluations this year, consider that the evaluation discussion does not have to be something you do TO the employee. In fact, it should be something you do WITH the employee. By following this easy agenda, you can involve the employee in this important discussion.IntroductionTell the employee that the purpose of the meeting is to have a mutual discussion about the employee’s performance and to plan for the future. Ask if the employee has had a chance to review the draft performance evaluation that you have prepared.Employee’s ViewpointAsk the employee to discuss their perspective of the performance and of the performance evaluation. NOTE: Ask open-ended questions and encourage the employee to share their ideas. This is where you listen!!!Manager’s Viewpoint Provide a very brief summary of the employee’s performance. Remember, this doesn’t have to take long because YOUR VIEW ARE already summarized in writing on the evaluation document.Goals and Objectives for the Coming YearAsk the employee to suggest goals for the next year and collaboratively agree on them.Training, Development, Further Education Required Ask the employee to share training or educational opportunities he/she would like to pursue in the coming year.Feedback from the Employee Ask the employee how they feel about the plan for the coming year. Let the employee have the last word, even if you don’t agree.Close on a constructive, encouraging noteIf you begin this meeting with a plan and allow it to be a two-way conversation, both the employee and you will benefit. Best wishes for a happy evaluation season!