“Speak honestly about the employee’s performance, core competency scores, and goals. It will be counterproductive if the employee worries about the review process and believes it is a lecture, not a conversation.”

He added, “Effective leaders understand their primary role in the review conversation is to be a coach. Their attitude will influence the quality of the employee’s experience.”

Help Your Employees in the Long Run

If you’re a good leader, employee evaluations may not be your favourite time of year, but it’s a time where you can do your team a lot of good. If you couple clear and constructive feedback with a follow up plan for each employee, you should see improvement across the board.

But, if you skim over employee evaluations, or don’t take them seriously, you may be dooming your employee to carry on with the same shortfalls they had before their review. This will hurt their career in the long run and hurt your team’s performance right now.

If you have any questions about what 360 evaluations can do for your company, please contact us any time.