The key to guaranteeing continued success of your organization when you're a manager is to regularly evaluate the situation, from your designated objectives to the performance and discipline of the rest of the staff. When assessing worker performance, the goal is always to focus on results.
Management of Duties
When you evaluate an employee, concentrate on the performance rather than the actual individual. Go over the duties and responsibilities of his position in your mind. Then, analyze carefully and honestly whether or not he satisfies them. Consider diverse factors such as punctuality, effort and overall involvement. If an employee never shows up even a minute late and seems eager to go out of his way not only to complete his tasks, but to excel at them, he's probably in good standing. If an employee, on the other hand, regularly neglects his obligations and seems unenthusiastic about this position, it might be another story. If you can be precise in evaluating the employee, do so. If he didn't accomplish his sales expectations for the year, you have a tangible basis for noting that he indeed didn't satisfy his job duties.
If you determine that an employee isn't up to par in certain areas, identify them specifically. If he frequently disappears from his desk for lengthy stretches of time in the middle of the day, note that. If he simply avoids his duties, make that specific. If he's been the subject of a handful of grievances from numerous clients or customers, do the same. By doing this, you communicate exactly where an employee might need further training or disciplinary action. Clarity, rather than vagueness, is vital in this area.
Above and Beyond
While some employees fall short in performance, others shoot for the stars. Document when an employee not only satisfies all of his primary duties, but also takes on further responsibilities. If the employee works in a position that requires extensive interaction with customers, analyze comments you've received from them in the past. If he consistently receives glowing reviews and you can see that both from watching him work and hearing feedback, make that a major element of your evaluation. Strong workers are those who are never pleased with the bare minimum -- or less.
Discipline and Employee Performance
If you assess your employee's performance and determine that discipline is necessary, first discuss the matter with someone in upper management -- your supervisor, perhaps. By doing this, you can help ensure that your assessment is as just and fair as possible. Your supervisor can assist you in establishing a discipline plan for managing your employee's performance problems. Initial management generally involves further training for employees, helping them thrive in where they're going wrong. More extensive discipline, however, is often necessary in situations where training is ineffective and fruitless. Demotion, job termination and switches to different divisions are all possible options you might have to explore. Talk to upper management and your company's human resources department to ensure you're well-versed in the official protocol.
- University at Albany Human Resources: Supervision - Evaluation, Counseling, and Discipline
- Rutgers University Human Resources: Staff Employee Disciplinary Action - When and How to Take It
- Bismarck State College Human Resources: Performance Evaluation Tips
- Navajo Technical University: Performance Review Tips for Supervisors
- Drexel University Human Resources: Performance Evaluation Tips
- Creighton University Human Resources: Performance Evaluation Tips
- Inc.com: 5 Tips for a Smarter Employee Review Process
- USDA FFAS Human Resources: How Do I Evaluate an Employee's Performance?
- UCSF Human Resources: Chapter 23 - Taking Disciplinary Action
- North Dakota Human Resource Management Services: Management - Performance Management
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