I have worked at a number of different companies, both large and small. Today I run my own business.
The company I founded came into existence based on frustrations I experienced working in a corporate environment.
Between bureaucracy and my own lack of relevant training, I became disappointed and disenchanted with the employee review process.
Whether you’re new to the working world, or someone who’s been around the block a time or two, I bet we have something in common.
We’re not sure how to appropriately prepare for employee reviews, and further, we’re not certain we have the Jedi mind skills to chart the course of our professional destiny. Click Here to Read Article …
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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