You have come to the right place if you are looking for a simple way to evaluate the performance of your employees.
Evaluating how well or not your employees are performing is a critical task that goes undone by many business owners because of the sheer effort it takes to do so.
In the mind of an average business owner, there are a million other things to do instead of performing employee evaluation exercises.
However, spending so much on hiring and training employees for your small businesses without a way to evaluate if you are getting any returns on your money is not a good idea.
That is why having a simple way to get a job is so critical.
Below, we have attached an image of an employee performance evaluation checklist by Sinc.
We recommend you use it as a template for your small business and customize it to fit other metrics that may be particular to your business or industry.
The template is a 16-point checklist that has done a great job of covering a wide range of areas, from decision-making to team communication to role understanding and work output.
However, it lacks in-depth specifications.
For instance, you can customize the checklist to capture the quarterly goal you set for your employees, their performance in terms of the standardized expectations of their roles, or how well they have improved in job output compared to last year or last quarter.
Now, before you get started with conducting employee evaluations for your small business, here are a few tips you should take note of:
By scheduling regular performance reviews, you can carve out time from your busy schedule to check in with your employees throughout the year or every quarter.
The employees can also give you feedback and suggestions in person.
Be sure to document the successes and shortcomings of your employees before your periodic employee evaluations.
By documenting how each employee has performed over the past year or quarter, you are well-positioned to track their performance and measure their progress.
Without this, you are limited in the feedback you can share, and the process might frankly be a waste of your time.
It is always vital that you remember that even though you have a set time to review employees’ performance, it is an ongoing process.
Always be open to checking on your employees and offering feedback. You don’t have to wait until that time to unpack everything.
As a natural extension of this, be sure to have a two-way conversation. When conducting review interviews or outside of them, be prepared to receive feedback.
It all helps with continuous employee improvement.
Comparing and pitting employees against each other is also a big no-no when performing employee performance evaluations.
Doing so leads to a toxic environment and unhealthy competition, which does not benefit the business or employee.
An employee’s performance should only be evaluated against standardized expectations, typically those listed in their job description.
Get more from The Business Builders!
Read back issues of our blog.
Buy The Small Business Handbook.
Enrol for The Business Accelerator Programme.
Download our FREE eBook on How To Find The Money to Start, Grow and Scale your Business.
Watch SME TV, our YouTube Channel.
Sponsor The Business Builders Newsletter.