Why Employee Evaluation Comments are Important and that works :)

Employee Evaluation comments are an excellent tool that human resources departments can use to align employee goals with those of the company. However, it happens that in many companies, not enough attention is paid to this type of process and therefore mistakes are made that cause performance evaluation to be seen as a waste of time. Therefore, this article shows you some tips for doing a performance evaluation review.

Tips for Employee Evaluation Comments:

Let's see 6 tips to make your employee evaluation comments really effective and useful for your employees and for your company:

1. Set clear objectives regarding the review

Performance appraisals are an ideal tool for managers to become more involved with their workforce, motivate themselves, and lower their turnover rates.

However, a common mistake made during reviews is a lack of clear objectives from the start. Establish clear objectives and goals from the beginning to get off to a good start, things like What kind of messages do you want your employees to have during and after the review? What aspects of their performance will you measure?

What is the purpose of the review meetings? What data will be taken into account to measure performance?

They must be very clear to prevent the process from failing or making employees mistrust it.

2. Lean on different sources of information 

To carry out a performance evaluation it is important that you rely on as many sources of information as possible. Remember that this process is basically to review the performance of your employees, having accurate data and enough information to prove your assessments will allow the process to be much more transparent and objective. 

Collect information and partial results on each of your collaborators, rely on previous performance evaluations, reports, indicators, Balanced Scorecard, job profiles, etc. Another source of information that is also very valuable is self-evaluations; Ask your employees to analyze their own performance so that they can understand that it is a tool to strengthen their performance and contribution to the company.

3. Create an environment of trust

Performance reviews are generally viewed as negative. Employees feel stress and concern when they are evaluated and judged by their superiors, so one of the tips for doing a performance evaluation review is to eliminate fears. Try to create an atmosphere of trust before starting performance reviews, start with a meeting with activities that break the ice, and let your employees know that the review is to help them grow and not to judge or belittle their work.    

4. Establish agreements with your employees

A performance evaluation is an activity in which both the evaluator and the evaluated person must be one hundred percent willing and involved. Therefore, another advice we give you on how to do a performance evaluation review is that you establish agreements with your employees before setting a final agenda for the review. 

Ask or review the activities on the agenda of the collaborators, detect their free time, and schedule the meetings in which you can carry out evaluations individually and in person. Sharing your review in person with each employee is ideal to know their reactions, generate greater confidence, and increase the effectiveness of the process.   

5. Create an action plan An action plan

is ideal to agree with your collaborators which are the aspects they want to improve. Find out what the interests of your employees and their career plans are to ensure that their goals and plans are consistent with the company's strategy. 

This is the perfect time to set the stage and get everyone on track, working toward individual and collective goals that will bring profit and success for all. It is important that during the creation of the plan you set goals and expectations that are specific, measurable, achievable, and results-oriented so that everyone knows how their work contributes to the success of the organization and how the performance evaluation review can help them.    

6. Take notes and ensure follow-up

During a performance evaluation, it is important that you take notes on everything that is being discussed, at the end we recommend you prepare a minute or summary of what was reviewed and share it via email to ensure that everyone is on the same channel. 

Before concluding each evaluation, it is necessary that the points and agreements, pending tasks, and steps to be followed be made clear, emphasizing what each collaborator must change or improve. Finally, don't forget to thank your employees for their participation and time spent reviewing.

Ask for their comments, find out if the review has been valuable, ask for suggestions, and above all, let them know that they have the support of the company to improve and develop professionally.

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