Employee evaluations (or staff appraisals) should be an enlightening experience for both parties involved. These reviews should be in no way intimidating for either you or your employee. However, for a lot of people the process has become exactly that. The reasons for these discouraging occurrences can range from when the evaluation takes place to how the reviewer handles the evaluation process. Here’s a guide to help you create a positive employee evaluation procedure in your workplace.

Deciding When to Conduct Employee Reviews

The first thing required for a successful employee evaluation program is a solid review schedule. You need to know when the evaluations will take place and how you plan on notifying your employees of their upcoming performance reviews. It is important to decide how many times per year you want to do employee reviews. While some companies only hold one single evaluation per year, other companies will conduct more informal (or “mini”) reviews once or twice before that yearly review is conducted. This practice can be beneficial to all involved — it cuts down on the time that the formal review takes. Periodic “mini-reviews” also allow the employees time to improve on weaker areas of work before the dreaded formal evaluation takes place.
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