Did you know that that only about 30% of U.S. employees are engaged at work? It’s true: Recent来自Gallup poll的数据shows that nearly two-thirds of workers are not invested in the work they’re doing.

That’s a pretty high percentage, don’t you think?

The good news is that there is a clear path toward improving those numbers within your organization.




员工希望听到他们定期做的方式,而不仅仅是你记得思考它。这就是为什么安排正在进行的重要性performance reviewsthat occur at regular intervals. Not only does this help you make time for reviews within your hectic schedule, but it allows the employee to prepare for the review, too. Ask your employee to write down a few things he/she is proud of at work from the past year, as well as a few areas for needed improvement.


2. Document Employee Milestones & Mishaps


With everything you have to remember on a daily basis, it can be tough to keep track of an employee’s day to day performance, so these notes will be a lifesaver when employee evaluations roll around. Plus, these documents help keep a physical record that will provide legitimacy should the time come when you have to fire an employee.

3. Create a Standard Evaluation


要开始,请考虑包括这样的模板Performance Review Document, 一个员工信息形式和标准职位描述形式。You could also include anemployee survey to gather internal feedback并保持从两个方向流动的通信。

Keep your questions standard for all of your performance reviews, but always be sure to leave time at the end for an open-ended discussion about what’s working and what’s not.

4. Gather & Review Necessary Documents

Before each and every employee evaluation, you should take a moment to get all of the documents you’ll need pulled together and to review them so you’re prepared to meet with your team member.



根据这一点Harvard Business Review面对面的评估对于员工和管理人员来说,对员工和管理人员来说非常紧张 - 但在这种情况下会议为专门关注改善的谈话创造了机会。坐下的谈话,如这些意味着消除了引起你注意的分心:你有开槽时间专注于员工的发展。

For highly effective employee evaluations, you should be meeting face-to-face with employees for at least 15 minutes. This helps ensure there’s enough time to cover all of the items on your evaluation form and leaves time for conversation at the end.

6. Offer Feedback and Recommendations

它’s likely that after your evaluations have wrapped, you’ll need to share both positive and negative feedback to your individual team members–but this is the information they need to truly improve and grow within their roles.



7. Oversee Peer to Peer Evaluations


This is also a great way for you to find out which team members are really going above and beyond. Ask employees to nominate a top performer, and formally recognize those employees with programs likeEmployee of the Month或汇总奖励(如奖金,休息或灵活的调度。)

8. Schedule Ongoing Training

一旦你确认the areas in which each employee needs to improve, it’s important to schedule training opportunities that empower them to do so. Not only does training help develop employees you can eventually promote, but it makes them feel more valued and confident about their skills and abilities.

We recommend using theADDIE method对于从头开始开始的培训计划,但您还应考虑通过电子学习或亲自完成可以完成的现有计划。无论您选择的路线,确保您的员工有正确的工具,足以致力于致力于培训培训(因此他们不会浪费宝贵的公司时间。)

9. Reward Positive Performance

一旦您的员工评估包裹起来,记得记得庆祝一份完成的工作奖励你的团队。如果您的团队达到了主要的里程碑或者特别好,这对此进行了良好,请考虑提供一些廉价的庆祝奖励。这可能是一个奖品包的绘图,一个晚餐作为团队的晚餐,一个会员的健身房 - 你叫做它。调查您的团队,了解津贴最为吸引人的津贴,并考虑为每一轮评估旋转员工选择的奖励。

The reason for on-going employee reviews is to both evaluate and improve your team’s skills, so make sure they know why you feel this exercise is so important. It shows your investment in them and helps build value and trust at work.


About the author:

Chad-HalvorsonChad Halvorson是创始人兼首席执行官当我工作的时候。当我工作的时候是一名员工调度应用程序,超过30,000个企业和超过一半人依赖员工调度,时间钟和沟通。当我工作使用创新的协作通信技术混合时,包括网络,移动应用程序,短信,社交媒体和电子邮件,使企业更高效,更负责任,更好地准备。


员工 - 订婚活动 - 您的业务