Good value

Whether you are management or staff, you need feedback to function effectively.

Even upper level executives need feedback.

A performance evaluation is a great way to obtain that feedback.

Performance evaluations are a communication process that should serve as a motivating tool that will enhance productivity.

Unmotivated workers who feel management does not care about their development and success spell low productivity and possible failure for a business.

Therefore, it is vital that both the reviewer and staff person understand the only way to measure productivity, morale and growth on the job is through some type of concrete evaluation process.

Beneficial as the process is, human nature makes both parties uncomfortable with it.

It is difficult to sit down with another person and tell him his weaknesses and what he must do to improve.

It is also difficult to listen to someone telling you these things.We all have a resistance to being judged.

Perhaps that resistance is what also makes supervisors uncomfortable in judging their subordinates.

It is understandable.

After all, the words you use and the criticism you offer will affect your employees significantly.How they feel about their jobs, and possibly even themselves, can be directly influenced by what you say and how you treat them.Are you aware of the power you have to help make your employees more productive, satisfied workers for your company? Consider your impact carefully.

That is not to say you should walk on eggshells and be loath to express criticism or correction.

It is crucial, however, that you are aware of how you present the information.

When your staff believes you are committed to their development, success and satisfaction on the job, they will find constructive criticism of value.Most importantly, remember to criticize or correct the work behavior, not the person or personality.

If two or more supervisors are involved in the review process, you may discover that you'll encounter more resistance from the employee.

This is natural, as it sets up a "twoagainst- one" scenario for the person being reviewed, and they almost certainly become defensive.

In some cases, this may be unavoidable, as one of the other supervisors may be a personnel officer, required to attend.

In order to defuse the situation, you might want to go into the evaluation with your employee as a partner in his or her career.

This would change the balance, so it is you and the worker dealing with ("against") the personnel officer.

This will make the employee feel there is some kind of advocacy for her or him.

In all performance reviews, express confidence in your employees' efforts.

Offer a genuine commitment to helping them achieve goals in the future.Your support including objective, constructive performance evaluations will do even more to motivate employees than raises.

Training should be provided for both management and staff to understand the priority of performance evaluations in your business.

business.

If you are just placing the evaluation in a folder to forget it, that is fine if everyone including the employee knows it.However, if you want your performance review process to be important, it must serve as a tool to motivate your workers to reach their highest potential and everyone should be aware of the value you place in the process.

Although you do not walk on water, a supervisor is expected to get wet trying, every day.

Jane Boucher is an author and professional speaker with offices in Reno and Ohio.

Reach her at (775) 853-0226, (937) 416-9881 or janeboucher@mail.com.

Her Web sites are www.janeboucher.com and www.janeboucher.org.