1. Prepare for assessments
Appraisals require prior preparation to ensure that you clearly define the criteria on which your employees will be evaluated. To do this, a few important steps can be taken:
- determine at the beginning of the year the objectives that will be evaluated so that your employees can develop their full potential ;
- provide your employees with adequate information so that they are aware of the evaluation criteria;
- plan the right time to meet each member of your team and avoid moving them at the last minute, as this can be a source of stress;
- Ask your employees to prepare for this meeting by taking stock of their side. This will facilitate trade. The evaluation process must be precise and fluid.
2. Be constructive
Several tips can help you be in constructive mode with your team:
- mount a fair assessment that will allow your employees to improve their weaknesses while reinforcing their strengths. For example, point out the good moves and the elements that can be worked on more in order to improve in the tasks performed at work;
- give concrete tips to help your employee grow within your team;
- talk about a conflict with an employee having taken enough distance from the situation;
- support your arguments in a neutral and objective manner according to the established objectives to be achieved.
3. Be open
Your employees must be able to freely express their vision in relation to the established objectives. Talk to them about their pride, their daily challenges or their concerns related to various topics. Also, be comfortable talking about more difficult topics while being mutually respectful. It is with this perspective that we can arrive at solutions favorable to all.
4. Choose the right words
Take care to choose the right words to describe your thinking. Prepare what you want to say and be sure to show empathy. Say the real things the right way.
5. Be grateful
Being grateful to your team members is important. Take the time to thank them for their efforts and for their good work. Underline the successes noticed during the year. It will be motivating for them!
6. Talk to the “I”
This technique promotes feedback that will be received more positively by the employee without him feeling attacked during the conversation. More concretely, you can say: “When the files assigned to you are not delivered on time, I have the impression that it is because you would need more support to be able to ask your questions. Is it correct? “.
Then, find a solution together so that the person can improve during the next year. Involving the employee in the search for solutions will allow him to encourage his support and to appropriate them more easily. Also, it will allow the employee to feel included in the process instead of feeling judged.
7. Set up a concrete action plan
If improvements are to be expected, design an action plan adapted to the employee to guide him in the objectives he must achieve. Indicate clear solutions to follow if this person is having difficulty achieving a particular goal. Plan a regular follow-up to follow the evolution of the plan with regard to the objectives set.
8. Follow up regularly
Of course, it is more beneficial to meet regularly with your employees to discuss with them. Don’t wait until the end of the year to discuss their challenges and concerns and to highlight their successes. Regular monitoring promotes discussions and your staff will have more confidence in you to confide.
To facilitate discussions with your employees during evaluations, keep these tips in mind. They will promote openness to healthy and constructive dialogue with your team.
