The answers to many business-related questions can be carried over to other fields of activity. Regardless of your workplace or domain, there exists an inherent human nature that your business plan must accommodate.
When conducting employee reviews, you must aim to create a sense of fairness and impartiality. Even when the review is less than stellar, the employee is more likely to accept the conclusion if he/she thinks that it is in the context or a meritocratic environment.
While I have conducted a few of these reviews myself, I am in the business of reviewing products, not employees. When analyzing a company such asTrustMypaper.,我非常注意是公正和公平的。
That being said, let’s take a look at some tips that will help you conduct proper employee reviews.

它每年不应该是一次。

You have other things to worry about; I get it. Employee reviews are just another hassle that must be overcome, and the people working under you can sense that. Your attitude oozes the fact that this task is an unwelcomed chore.
Try and give feedback more than once per year, regardless of the official scheduling.
Show that you care, and ask questions often.
Of course, you shouldn’t fall into the other extreme of being overbearing. Employees also want the feeling ( or at least the illusion) of autonomy.
Just be knowledgeable, and make it a priority to praise outstanding performance or effort. This attentiveness will improve team synergy and productivity.

明确而简洁。

糟糕的法律是法律,是如此的模糊和抽象that it can be applied to almost anything under the Sun. For example, a law against making people feel unsafe can cover everything from a bad look to outright threats of violence, not to mention perceived slights. This vague nature is ripe for abuse, and its enforcement will always seem unfair.
相同的原则适用于工作场所。从一开始,让一切清晰。
对生产力配额,奖金和个人行为有非常严格和严格的准则。188宝金博网站通过采取这条路,您永远不会被指控更改规则中间游戏,只是为了给某人审查。
当边界定义很明确时,人们要么穿过它们,要么它们都没有。

Make sure to note lackluster performance.

You should always note and praise good performance. The benefits speak for themselves.
但是,对糟糕的表现相反是如此。让人们逃脱特定行为将会鼓励将来的行为。此外,它也创造了一个先例:当你想在未来惩罚犯规时,你将被指控偏袒,以便事先允许它。
I use the words “punish” loosely. In most cases, letting people know that you are aware of their failures will deter them from repeating that mistake. An “I saw that. Please don’t do that again” should be enough.
重要的是要注意他们发生的问题,而不是等待十个月,直到下一次审查。然后,问题似乎是旧的历史,而你提到它将被认为是一个超出实际问题的个人怨恨。

赞美三明治

“You are a great weightlifter.”
“Still, your benchpress form might need a little work.’
“但你看起来很棒。”
这被称为三明治的赞美三明治,在那里你在真正的恭维之间放置批评以软化打击。时间是有限的,您可能会诱人只向员工解释为什么您从期望的总分中扣除积分。
然而,您必须投资时间枚举您对此的欣赏person’s performance。如果您在1-5个点系统上评定它们,请解释为什么他们获得3.8分,而不仅仅是他们如何丢失1.2分。

Set the goalposts

人类的思想被建造为面向目标的机器。这就是由于没有目的,许多人因未经目的而陷入深沉的心理疼痛。一个好的经理将生产力变成游戏。188宝金博网站
From the start, set clearly defined goals for both performance and behavior. This will give people something to strive towards. Goals also free the reviewer from any type of accusation of unfairness. You either reach them, or you do not.
设定目标的美丽是他们都是胡萝卜和棍子。

问问周围

几乎所有历史上的问题都有谷歌答案。写作适当的绩效评论也不例外。一些articlesandguides将帮助您在这项任务中。它比似乎更复杂,本文主要针对情感和心理指南。然而,有技术和结构方面需要考虑,我强烈建议您寻求这些来源。

请注意需要哪种类型的审核。

整体员工审查不仅仅是绩效评估。它还解决了团队合作,可用性,渴望学习等。员工可以满足他的所有业绩配额,但仍然在以前命名的类别中找到。
To conduct a fair review, make sure that a performance review only addresses performance, while a more general yearly review covers all aspects.
审查类型取决于您的特定公司的政策和标准。

Whatever the verdict, provide advice

无论员工的错,都不只是指出它们。毕竟说过并完成了救赎的道路。简单地惩罚或奖励将给出致命的幻想的幻觉,每个人都像他们要得到的那样好/坏。
将它们指向进一步的培训或阅读材料,或者给予他们提高其性能的提示。人力资源代表可以帮助提高协调和协同问题。
Always the impression of growth and future rewards for said growth. Improvement and promotion should seem hard yet highly accessible for those who try.

Conclusion

Understanding how people work and how they think is the key to success. Every employee wishes for a fair review and a reviewer that also has their best interest in mind. A successful company convinces its people that their interests and the company’s interests are one and the same.

Photo bySebastian Herrmannonuns