It’s Employee Review Time – Here’s The Way We Do It

No one likes to do employee reviews. Employees fear them because they hate to be critiqued. Managers hate them because they hate to give the criticism. Nothing very successful comes out of most reviews so what the point?

We have devised a method at Second Wind that works. In fact, everyone looks forward to employee reviews because our context is all about helping make the work experience more valuable for the employee as well as for the business. We ask the employee to review themselves and we provide the appropriate format for them to do the thinking and analysis. We then devise a plan to provide the support they need to reach their goals.

Below is our employee evaluation form. We hand it out one day in advance of the review and ask the employees to think it through, fill it out and come to the review prepared to discuss their answers. The managers are likewise prepared to give feedback and evaluation. Perhaps most importantly, they are prepared to provide a path for improvement, a plan to be implemented that supports improvement of the employee’s weak points and development of strong points so the employee is enriched, supported and growing, which in turn benefits the business as well.

Below is our form. Use it if you choose, or better yet, develop your own form to suit your particular business requirements.

REVIEW FORM

Please be prepared to discuss your answers to these questions to help us improve the value of your work experience for both you and the company.

1. Did you find your training adequate? What changes would you make in our training program to better prepare future employees for the post?

2. Do you feel you are adequately trained now or do you need more, and possibly different or additional training beyond what we provide?

3. Do you feel you are doing your best work overall?

4. Where do you believe your strengths are?

5. And what are your weaknesses?

6. What can we do to help you improve your weak areas?

7. Is there anything about your work environment that we could improve?

8. Do you believe you are being managed effectively?

9. Do your managers provide you with the support you need to do the best work possible?

10. Regarding your daily work effort and client involvement:
a. Do you collect and record appropriate information effectively all the time?
b. Do you send out confirmatory emails when appropriate?
c. Do you get back to your clients when you say you will?
d. Do you report the not-so-good news as well as the good news?
e. Do you give your clients reasonable expectations of time and results?
f. Do you believe you are most always giving it your best effort?
g. Are you always thoroughly prepared when you make a call?
h. Do you make certain your clients emotions do not affect your actions?
i. Do you control the process and your clients?
j. Do you allow your clients to control the pace of the workout and the collection of the data?

11. Do you ask for help when you need it?

12. Do you accept constructive criticism?

13. Do you duck uncomfortable calls?

14. How are you doing with rejection?

16. Regarding the company mission and how we do what we do as well as what we do…
a. Do you have any areas of concern?
b. Are there any recommendations you would like to make? Any changes?

17. Is there anyone in the company that is causing you any sort of concern or discomfort?

18. Can we count on you for at least a one -year commitment?

19. Anything you would like to say?

The manager’s evaluation form:

1. As a manager, describe your level of satisfaction on the employee’s work product, emphasizing what they do well.

2. Identify the areas you believe they need to work to improve.

3. Discuss a plan to support growth and development around this issue so the employee may improve.

4. Discuss your expectations for the year, areas of improvement, areas of accomplishment, and what you have in mind for the year’s development.

5. Tell the employee how you believe they are participating as a team player.

6. Tell them how they fit into our culture.

7. Thank the employee for their efforts and hard work.

Save each years forms and at the anniversary when next year is evaluated you can take out this years form and see how well you did in reaching the stated goals. A great ongoing flow of development can be charted and used to continue planning for personal growth and development.

This is also a great time to issue bonuses and disclose pay raises.