Performance evaluations help to achieve you business goals by optimising workforce performance and become acquainted with the strengths and drawbacks of your organisation. For your staff, 360 degree evaluations can offer support on how to best perform at their workplace and build their career path. Most HR managers feel that best motivator for professionals are not just the funds but feedback. Though conducting such evaluations can be time-consuming and arduous, they are the best way to motivate your employees and assist them to perform better. The process of employee evaluations though vary with business’s requirements, there are certain guidelines to follow.

Firstly you should define expectations and ask yourself what your business objectives are and how you are going to meet them. These expectations can be corresponded through job descriptions which are updated at regular intervals. It is always better to have more detailed job descriptions and get them updated regularly. Sometimes, employees might want to know the nature of their jobs.

Many HR professionals suggest employees to set their goals at the beginning of an evaluation process. It helps the supervisors, department heads, managers, and even the HR representatives to review the expectations and goals and ensure a consistency in the evaluation procedure. Goal setting is really important as when the employees and managers work with it, they have already ensured to show better performance. To confirm integrity and consistency, you should make sure your goals are specific, measurable, relevant and achievable.

There are various ways to conduct employee evaluations, right from ranking them on a level to detailed narratives. Many organisations utilise a combination of both these approaches, however, they might come across several challenges. Though a narrative approach seems to be a detailed assessment of employee performance, words can be misinterpreted. While most employers opt for annual reviews, many professionals suggest more bonding with employees.