“Just because you’re trained for something doesn’t mean you’re prepared for it.”
-Anonymous
Since leaders are held accountable for the performance of their employees, it is important to approach the employee development process constructively and make the most of it. Evaluating the performance of employees is usually associated with an official annual, face-to-face conversation that can sometimes be awkward and even unpleasant for everyone there. An effective leader will work to alleviate the feelings of stress that these interactions tend to produce and will help everyone focus on the benefits that continuous development can produce.
In reality, holding regular performance evaluation conversations with each of your team members is an essential step toward reaching your goals. During these conversations both you and your employee will have an opportunity to share expectations with each other, identify which expectations are not being met, and develop strategies for meeting them. In this way, the evaluation process provides a valuable opportunity to solve problems and create new options for growth and progress.
Giving feedback to those you lead can be either formal or informal – and both are critical to development. It provides team members with a roadmap for where they need to be and how to get there, though actually getting there will be up to them.
Objectives:
During this course you will:
- Review Birkman assessment results
- Identify areas for improvement
- Engage in active discussion
- Practice examples in role plays and activities
- Create specific action items to put into practice immediately
By the end of this section, you will be able to:
- • Evaluate strengths and developmental needs of employees
- • Recognize individual potential
- • Set goals and timelines
- • Provide appropriate training and advice
- • Provide timely and effective performance feedback
- • Give fair and accurate performance evaluations
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