Work Performance, How to Evaluate

Evaluating work performance is often carried out to determine how well an employee is carrying out their job role. Within the evaluation process the expectations of the employee and employer will also be considered as this can help to provide motivation, challenges and drive innovation.

Actions that might typically be carried out during an evaluation include:
• Identifying current job aims, objectives and expectations and assess an employee’s achievement and satisfaction against these. Identify current strengths and areas for improvement or review and clarify any areas which are not clear.
• Identify new, or updated, aims, objectives and expectation and define these clearly, especially how successful performance might be objectively measured. Ensure an employee fully understands the purpose of these and the evaluation process.
• Monitor and assess performance on a regular basis by recording data, which might include employee time/work sheets, work quality, work productivity, learning and development successes, feedback from work colleagues (peers and line manager), customers or self-assessments.
• Evaluate performance against the previously determined criteria. The data and information previously collected should be directly related to enabling this evaluation stage.
• Identify performance outcomes and contrast these to requirements, averages and other (anonymised) employees.
• Provide formal feedback to an employee in an objective, positive and respectful way. Identify successes and areas that would need improving, providing guidance and support for how an employee can improve where needed.
• Set SMART actions to enable an employee to address areas for improvement and challenge and stretch employees where successes have been achieved.
• As part of ongoing monitoring of progress ensure that employees are adequately recognised for their achievements and provide appropriate rewards for special successes. Aim to encourage continued development and progression.
• Keep formal records of all work performance discussions and evaluations, using these for future clarifications and reviews, ensuring these from part of an active and dynamic work development process to ensure the success of the organisation and for fulfilling employee potential.