We have done a lot of performance management trainings for leaders and managers. And many of these were done for organisations who have a well framed performance management system in place. So, why do you think people need performance management training?
Performance evaluation is lot more than just looking at target achievement and where the person stands against it. Managing a person’s performance is a huge responsibility and one that must be taken seriously by every manager. Also, it’s not a one-day thing. It is, in fact, a continuous process.
Things to keep in mind while evaluating a subordinate’s performance
- Be well prepared for the performance review meeting beforehand
- Ensure you understand the grading system well
- Keep your biases aside and remember it’s a person’s career you have in your hands
- Have all facts and data handy to ensure that you can present factual information in front of them
- Settle your emotions to improve your listening skills and comfort
- Create a safe and comfortable environment for the person to share openly
- Give feedback for the entire year in a constructive manner
- Start with the positive feedback
- Be open to hearing the person’s explanations and opinions
- Be clear and transparent with your expectations
- Set clear and SMART goals for the next year by having an open discussion with the subordinate
- Discuss development areas and ask how you can support
- Assure your support and guidance whenever required
- Ask for queries and be ready to answer them
- Set timely check points for evaluating performance on a monthly or quarterly basis
These are a few tips from my end for ensuring an effective evaluation of performance. I am sure there are some tips that you may think are worth adding. It would be great if you can add those in the comment section.
And for learning and practising these tips effectively, I would recommend a performance management training. It will help you in being a better manager and carrying out effective performance reviews for your subordinates.
