Supervisory Leadership

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How do you conduct employee evaluations more effectively?

The trick is making sure that employee evaluation is not either a once-a-year thing or an event. Employee evaluation should be part of the every day work of supervision that everyone responsible for a group should do.

I call a conversation with someone who works for you with an objective of changing behavior or performance a supervisory interview. There are four basic types, the last of which is the formal employee evaluation.

Routine Supervisory Interviews are short, informal and undocumented.

Transitional Supervisory Interviews give notice that performance needs to improve and that you'll be documenting.

Project Supervisory Interviews deal with either correcting substandard performance or with growth toward better performance. They are documented and they often take time.

That brings us to the Formal Employee Evaluation. It happens whenever your policy says, and you should have a policy. The rule is that there should be no surprises for your or your subordinate. For that to happen, the other supervisory interviews have to be a regular feature of work life.

One more thing. Most employee evaluation forms look more like third grade report cards than serious and important business documents. Make sure your formal evaluations are meaningful and deal with important behavior and performance issues.


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