Why are they Done?

Evaluating employees allows management to determine whether the business is being handled well and in what ways the workforce can cooperate better to optimize functionality and the overall experience of the work environment. These evaluations are also used when determining who should receive promotions and raises, and who should be at the front of the line should a situation arise necessitating a thinning of employees. Some managers use evaluations as incentives for earning bonuses or other perks. People that perform well on evaluations are often given extra paid time off, better vacation timing, better offices, more flexibility or other appealing benefits. By performing regular evaluations employers also give their employees the opportunity to explain any aspects of their performances or records that may seem negative. In some situations these bad points can be resolved when approached in a non-aggressive encounter.

Goals of an Employee Evaluation Form

Effective employee evaluations have specific goals that make them vital components to a work environment.

• Through an evaluation both the employer and the employee can be assured that both parties fully and clearly understand the expectations, requirements and guidelines of the employee’s specific position. This solves confusion and provides a platform on which the employee’s performance can be graded.

• An evaluation allows the employee to set personal goals for enhanced performance. These goals may involve simply getting a better evaluation the next time or gaining a coveted promotion or raise. Goal setting is an important step toward true success and employee evaluations are an effective way of showing if previous goals were thoroughly accomplished or if they should be reconfigured.

• If these goals are carefully discussed during the evaluation, they are more likely to be accomplished because the employer is then making the committment to facilitate the accomplishment of these goals. This agreement between the two parties leads to greater accountability and improved cooperation.

• Keeping a record of the things discussed during an evaluation on an employee evaluation form provides tangible evidence that the concerns of an employer were raised to the employee. This gives legal and ethical protection to the employer if they should choose to terminate the employee. By offering written records of negative or unsatisfactory evaluations, the employer is ensured that they cannot be accused of wrongful or unwarranted termination.

• Employee evaluations also help employers evaluate the function of the actual business. If the overall goals of the business are not being accomplished and they can not be attributed to poor performance by employees, perhaps these goals should be reconsidered and clarified. Often these evaluations allow employers to work backwards, determining the efficiency and capabilities of their employees and establishing performance and productivity goals that are in line with these evaluations.

• Written records of employee evaluations also protect employers from accusations of discrimination when it comes to things like promotions, pay increases and incentives. If such accusations arise, an employer can point to the employee evaluation form of both the accuser and the person who received the benefits to show why the decisions were made in the manner that they were made. This prevents legal and social ramifications.

Aspects of an Employee Evaluation

Employee evaluations differ among employers because of the different requirements of each business and particular employer. There are some basic components of general employee evaluations, though, that can be expected in any evaluation. By preparing for these areas of discussion you can feel confident when walking into your evaluation and be assured that the meeting will be both comfortable and productive.

• Consider your performance since being hired, or since your last evaluation. How have you improved? Are there any ways that your performance has suffered? Can you explain this effectively?

• Evaluate the goals you made at your last evaluation or at hiring. Have you accomplished them? How far do you have before accomplishing them? Were they realistic?

• Create any goals you have for yourself for the period between this evaluation and the next. Why are these your goals? What will you do to accomplish them? What benefit will working toward these goals have for your employer? What benefit will they have for your fellow employees?

• What have you done especially well in your employment? Have you always beaten deadlines? Consistently gone above and beyond expectations?

• What have been your downfalls? Have you used several sick days or asked for long periods of time off? Have you had to redo work or had work reassigned to other employees?

• Are there any promotions or incentives that you are hoping to receive after this evaluation? What have you done to earn this recognition? If you do not earn it this time, how will you go about ensuring you earn it next time?

• Evaluate whether you really understand the requirements and expectations of your position. If you are unclear about anything make sure that you can explain what it is that you are concerned about, what you thought your position entailed, and a plan of action to fully encompass all of the guidelines of the position in the future.

An employee evaluation is not a punishment or something to be worried about constantly. An evaluation is an opportunity for improvement both for you and for your employer. By filling out an employee evaluation form your employer is able to put into words their opinion of your worth as an employee. Not only is this an opportunity for acknowledgement but it forces an employer to express in clear terms why you may not be gaining such acknowledgment.