If you’re a manager, you need to give your employees feedback. Feedback to your employees allows you to improve your team and your manager-employee relationship.
No matter what position an employee holds, it’s important to offer feedback. However, managers should not feel the need to wait until the annual review to offer feedback. By giving feedback throughout the employment period, the manager-employee relationship becomes engaging rather than distant.
If you are offering feedback to your employees on a regular basis, you may not feel the need to conduct an employee performance review. The annual review is a great time to look over accomplishments of the previous year and set visions and goals for the upcoming year or quarter–depending on how often you conduct performance reviews.
Regular feedback is great for the short-term, it clues an employee into how they are doing and where they can improve their performance. A regular review using a checklist or template is a great way to set long-term goals. By showing the employee what the future holds for them and the team, it offers a shared vision for everyone to strive toward. An employee performance evaluation, when conducted properly, ensures that your team can continue to move forward together in the quest for success.
Employee Evaluation Comments
When conducting an employee review, it’s important to remember to keep things positive. Yes, even if they did not meet expectations. By keeping the environment positive, honest, and open, you can continue to build the employee-manager relationship where they can be honest and open as well.
One way to do this is to use positive employee evaluation comments. By altering unsatisfactory statements to instead reflect room for improvement, employees are more likely to strive to reach those goals instead of feeling dejected or disappointed. For example, instead of saying that an employee’s performance is not up to par, say that you believe they can do better than what was previously accomplished.
If compelled, check out a few performance review comments examples to help give a positive feeling to any kind of feedback. It’s a great way to find the best way to convey common messages in a positive tone. Sometimes, the impact of how we say things outweighs what we say. Every girlfriend I’ve ever had can tell you more about that if you’re curious.
Some employee evaluation sample comments you will find can only be read in a robotic voice. Disregard those. You want to find comments you can actually hear yourself saying. Practice in front of the mirror, not for hours, but just a few times. Pretend you were on the other end of the conversation, listen for an echo, and judge the authenticity of your own comment. If it sounds ridiculous, don’t say it. If it’s actually how you feel and sounds like a person would say it rather than Microsoft Sam, roll with it.
Proper employee evaluation comments can leave an employee leaving the review inspired rather than upset or resentful. You want to grow your employees, not impede them.
Employee Evaluation Phrases
Employee evaluation phrases are important to plan out even before your employee review. If you are new to the evaluation scene, write down phrases you want to use. Similar to the comments, spend some time in the mirror practicing them. Don’t spend so much time in the mirror that you notice that zit that’s starting to come in. Stop worrying about the zit. Focus on the performance review.
Using employee performance evaluation phrases to keep things positive will leave employees thanking you for the feedback rather than constructing office supply voodoo dolls after your review.
Some phrases to use for unsatisfactory performance to replace the ancient ones are:
- I’d like you to speak up more in meetings.
- I trust you to find tasks on your own between assignments.
- Try to sit back and let others share their opinions.
- I’d like you to cultivate a more positive attitude.
- Problem solving doesn’t have to happen overnight.
If you like those, we know a place where you can find even more performance review phrases.
To reiterate, find phrases that fit your company culture and your own personality. Maybe you can’t see yourself saying any of those things, but they’ll offer a great start to where you want to be as a manager. Let us know what phrases you’ve found most effective for your team.
Employee Self Evaluation
Even before you conduct an evaluation of your employees, let them conduct an employee self-evaluation. It will likely make your job easier and it will give them time to reflect on their performance. Also, you will be able to see how well an employee is understanding their role on your team. If an employee is confused about their role, it will be easy to clarify, so everyone can get back on the right track.
An employee may think he can improve in an area that you might not have even considered. Alternatively, they may think they can improve in an area where you thought they were excelling. A self-evaluation lets you see what priorities the employee has and gives you a better insight into his personality.
Employee Self Evaluation Sample
Although leaving employees on their own for a performance review could be interesting to see what they came up with, consider giving your team an employee self-evaluation example. After evaluating a few employee self-evaluation examples, you’ll find one you like.
Your employees should be able to dig deeper internally into issues you deem important regarding their professional role. Get them to evaluate themselves on their own potential because they may have better insight.
Employee Self Evaluation Form
By using an employee self-evaluation form, your employees can evaluate themselves before you reach the personal evaluation phase. Along with self-evaluation, a form is also a great way to look back on what they were looking to improve upon in the future. A manager, as well as an employee, can look back on how far they’ve come if forms are well documented and archived.
A proper employee self-evaluation form template will have a date as well as how long the employee has been with the company. Once your team continues to grow, you can then see what employees might struggle with at certain times. If your employees are continuously advancing and someone fills your past role, you may be able to realize what you struggled with at a similar time and help them through the process.
Employee self-evaluation form templates aren’t just for the present, managers and employees alike can look back and praise how far they’ve come. It might come in handy when office morale is a little lower than usual.
Employee Evaluation Questions
When you set up your employee evaluation, you will likely have some questions to ask or questions in your template. For the employee self-evaluation, offer them some employee self-evaluation questions to ask themselves while evaluating different criteria. Expecting your employees to understand what you mean when there is a “communication” box and a scale of 1-4 is not sufficient for self-evaluation, especially the first time.
List a few questions or a description of what each category means to you. Decide if you are looking to evaluate internal or external communication.
Offering questions to your team will improve the collective evaluation process. You can then go through their employee self-evaluation answers rather than both sides going into the meeting blind. Having topics, questions, and thought-out answers will allow for a better evaluation than putting your employees on the hot-seat.
You may think that you would prefer an on-the-spot response to your employees thinking out answers. Consider instead that responses can address strengths and weaknesses in each category rather than just an initial response.
If you would like to discuss some topics with spur of the moment responses, keep those questions to yourself until the review process.