1 / 24

Using Staff Evaluations to Motivate Your Team

Using Staff Evaluations to Motivate Your Team. Employees were asked, “How valuable is the feedback you receive during performance reviews?” Their responses:. Source: Robert Half International survey of 612 men and women, all 18 years of age or older and employed. Today’s Topics.

lenore-hicks
Download Presentation

Using Staff Evaluations to Motivate Your Team

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Using Staff Evaluations to Motivate Your Team

  2. Employees were asked, “How valuable is the feedback you receive during performance reviews?” Their responses: Source: Robert Half International survey of 612 men and women, all 18 years of age or older and employed

  3. Today’s Topics • Laying the groundwork • Choosing the appropriate time and place • Delivering criticism • Managing different personality types

  4. Agree or Disagree? • Staff evaluations are a formality • Staff evaluations require too much paperwork • Staff evaluations can inspire strong performance • Staff evaluations can erode morale • Staff evaluations are an excellent time to point out mistakes

  5. Executives were asked, “How often, if ever, do you conduct formal performance appraisals of your staff?” Their responses: Source: Robert Half International survey of 150 U.S. executives

  6. Addresses broad issues Summarizes past experiences Occurs periodically Addresses specific issues Discusses current experiences Occurs all the time Staff Review vs. Feedback

  7. Consider Past Success • Create a performance folder for each employee that includes: • Notes to yourself • Strong work samples • Complimentary client letters • Encourage workers to do the same

  8. Employee Goals • Establish them on day one • Be selective • Tie them to business objectives • Create them together • Make sure they’re challenging but realistic • Establish one “safe” and one “stretch” goal • Ensure they support employee career paths

  9. Identify the Right Goals • Establish goals that align with employee needs and preferences • Create career paths that don’t require managing others • Focus on strengths, not weaknesses

  10. Set the Stage • Allow ample time • No more than two in one day • Consider “anniversary” reviews • Schedule sensitive discussions for Fridays • Select a meeting location where you won’t be distracted

  11. Employers: Review goals and objectives Walk down memory lane Identify two or three key points Consider specific examples that illustrate these points Consider employee career paths Employees: Review goals and objectives Walk down memory lane Review key points Identify goals Consider specific steps to help you achieve goals Preparation Checklist

  12. Is Your Process Fair? • Forty-one percent of employees surveyed said performance evaluations were fair Source: The Hay Group

  13. Ask Yourself • Are performance criteria job-related? • Is the focus on results, not personal traits? • Do employees understand the process? • Have relevant employee behaviors been documented? • Have you reviewed your program with legal counsel?

  14. Separate Performance & Pay Talks Benefits Include: • Increased focus on performance • Flexibility in scheduling reviews • Ability to adjust pay/incentives based on performance review discussion

  15. Confrontation Avoiders • Inflate reviews • Minimize conflict • Give criticism in writing rather than in person

  16. Harsh Critics • Focus on the negative • Compare staff to star employees • Make generalizations (e.g., You’re always late!)

  17. Deliver Effective Criticism • Start the review with positive feedback • Be specific and provide concrete examples • Try to determine the reason behind poor performance • Ask open-ended questions • Is this a surprise? • What do you think a reasonable expectation would be?

  18. Confident Carl • High-ego employee • Automatically resists negative input • Tactics • Prod the employee into evaluating his or her own performance in sensitive areas • Establish challenging goals

  19. Solid Sam • Strong performer who seeks approval • Sensitive to criticism • Tactics • Compliment with high level of respect and appreciation • Set reasonable goals • Critique carefully, but don’t avoid criticism

  20. Boundary-Loving Betty • Dependable employee who thrives on routine • Often quiet and reserved • Dedicated to the job but not career-driven • Tactics • Use open-ended questions to draw him/her out • Discuss life goals, not just career goals

  21. Get Positive Results • If you could change one thing about your job, what would it be? • What can I do to better support you? • How can I help you meet your goals? • If you could change one thing about the business, what would it be? • If this were your company, what changes would you make?

  22. Wrap Up the Review • Review and document the main points of the conversation • Establish goals for the next review period • Give the employee an opportunity to respond

  23. Solicit Feedback on Your Own Performance • Business partners • Mentors • Staff members • Outside experts

  24. Using Staff Evaluations to Motivate Your Team rhmr.com

More Related