performance review criteria
In this post, you can ref useful information about performance review criteria. You can ref more materials for performance review criteria such as: performance review methods, performance review forms… at the end of this post.
I. Contents of performance review criteria
You know that expecting a salesclerk to wire your storeroom or balance your books is unreasonable, but determining which criteria you should use to evaluate the performance of an employee isn’t always obvious. Small-business owners often find this especially challenging, as employees frequently change roles to meet the changing needs of the business. Clarifying your evaluation criteria as roles change and documenting your employees’ responses will help you build and maintain a strong team.
Personalize General Criteria
It’s easy to find generic employee evaluation forms, but you should take the time to personalize the forms you use. Make the job skills section relevant to your specific needs. For example, if you manufacture games, your sales reps not only should understand the games, but they should be visiting stores and demoing the products to increase your games’ visibility in stores. Similarly, punctuality is essential for your store manager but might be less important for your buyer. Begin by listing your employee’s duties, and then break those duties down into measurable steps. “Selling,” as an example, breaks down into such steps as “greets customers,” “listens well,” and “effectively demonstrates merchandise.”
Focus on Team Skills
Beyond job skills, evaluate additional areas such as motivation, initiative, employee relations, team work and dependability. These more abstract qualities often impact the quality of your team at least as much as basic job skills. Consider an employee with excellent team skills who comes up with fantastic new promotional ideas and motivates coworkers to effectively enact them, but who also consistently mislabels products. You can use this information to readjust that employee’s job description to more reasonably align with demonstrated skills. Conversely, you can use it as an opportunity to work with the employee to identify why accurately labeling is difficult and modify your systems in response. In either case, the evaluation process can be used to create a stronger team and a more effective system.
Each of your criteria should be easily measurable and supported by observed facts over the evaluation period. This enables you to assess growth, such as when your employee’s sales statistics show significant improvement over time. It also helps to concretely reveal problems, such as chronic lateness subsequent to an employee’s divorce. Working out an appropriate evaluation period prevents you from overemphasizing recent events. You don’t want to give an employee a raise based on a single fantastic sale, nor do you want to penalize a strong employee for a bad week.
Review criteria must not violate any of your employees’ rights. You know that you can’t discriminate based on gender, age, disability or religion and your policies probably don’t intentionally violate any of these, but changing an Orthodox Jewish employee’s schedule to require Saturday work or penalizing a pregnant employee for lifting restrictions could be construed as discriminatory. In addition, your employees have the right to know the evaluation criteria you are using in advance so that they have a reasonable opportunity to meet your expectations, and so that they have time to address areas of weakness with you prior to a formal review.
II. Useful materials for performance review criteria
• 11 performance appraisal methods
• Top 28 performance appraisal forms
• 300+ performance review phrases
If you need more materials for performance review, please leave your comments.