tell me the points to evaluate a new employee capacity
Answers
1. SET PERFORMANCE STANDARDS
It’s important that you set clear performance standards that outline what an employee in a specific role is expected to accomplish and how the work should be done. The same standards must apply to every employee who holds the same position. All performance standards should be achievable and they should relate directly to the person’s job description.
2. SET SPECIFIC GOALS
You should also set goals that are specific to each employee, unlike performance standards, which can apply to multiple workers. Goals are particular to the strengths and weaknesses of the individual employee and can help them improve their skills or learn new ones. Work with each employee to set goals that are reasonable and relevant to their position.
3. TAKE NOTES THROUGHOUT THE YEAR
Track the performance of your employees throughout the year. Create a performance file for each worker. Keep records of notable accomplishments or incidents, whether they’re positive or negative. Remember that you can give immediate feedback to employees when something stands out as well, you don’t have to wait until the year-end review process to give praise or constructive criticism.
4. BE PREPARED
When it comes time to actually give an employee evaluation, it’s best to prepare for the meeting ahead of time. Review your documentation for the employee before the meeting and make notes of what you want to discuss with the employee. The performance review should be mostly about the positive elements of the employee’s performance, with some helpful advice on how to improve in the future. After all, if the worker’s performance was mostly negative, they probably wouldn’t still be working for you.
5. BE HONEST AND SPECIFIC WITH CRITICISM
When you do need to give criticism in an evaluation, be honest and straightforward about your feedback. Don’t try to sugarcoat or downplay the situation, which can create confusion for the employee. Give clear examples and then provide helpful, specific advice on how the employee can grow and improve in the future.
6. DON’T COMPARE EMPLOYEES
The purpose of an employee evaluation is to review the performance of each staff member against a set of standard performance metrics. It’s not helpful to compare the performance of one employee to another and doing so can lead to unhealthy competition and resentment. Always circle back to your evaluation framework, not the performance of other workers.
7. EVALUATE THE PERFORMANCE, NOT THE PERSONALITY
Your evaluation should focus on how well the employee performs their job, rather than their personality traits. When you make judgements about the employee’s personality, they can feel attacked and the conversation can turn hostile. So, for example, rather than giving feedback about an employee being immature or emotional, it’s more productive to instead give specific examples of the employee’s actions in the workplace that demonstrate those characteristics. Don’t make criticism personal, always tie it back to the work.
8. HAVE A CONVERSATION
An employee evaluation shouldn’t be a one-way street where the manager gives feedback and the employee listens to that feedback. Instead, a productive employee evaluation should be a conversation between the two of you. Listen to your employee’s concerns and how they’d like their career to grow. Find out how you and the larger team can help the employee meet their career goals. You may also ask for an employee to provide a self-evaluation of how they think they performed at their job for the year. A performance review should allow the employee to review the workplace, their managers and themselves, as well as reflect on their own career growth.
9. ASK SPECIFIC QUESTIONS
To foster productive conversations with employees during the evaluation, it can help to enter the room with specific questions you’d like to discuss with the worker. Here are some questions you can ask employees to spark conversation and receive valuable feedback:
What do you hope to achieve within the company this year?
What resources or support do you need from the department to reach your goals?
What will your biggest challenges be in working to meet your business goals this year?
How often would you like to receive feedback?
How can I be a better manager to you?
What are your long-term career goals and how can the organization help you achieve them?
What new skills would you like to develop this year? Is there training we can provide to help develop those skills?
10. GIVE ONGOING FEEDBACK
Ideally, employee evaluation is an ongoing process throughout the year, not a one-time task. Giving feedback throughout the year and touching base with an employee to see how they’re working toward their yearly goals can help improve worker morale and keep employees on track at work.
- leavel of execution
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