Performance Evaluation

Management should be objective in the evaluation of employee performance. Management should not avoid delivering constructive criticism over concern that employees will be less satisfied if they are assessed rigorously.

However, care should also be taken when sharing evaluation results with employees. Being blunt, to the point of subjective negativity, will alienate your employees and create rifts between the team and management.

For example, if a hard-working employee is habitually five to ten minutes late, don’t make a comment like “Always late with no regard for punctuality.” Instead say something like “Makes valuable contributions when present, but is prone to tardiness.”

Positive feedback, when accompanied with constructive criticism, validates the work an employee does while simultaneously addressing an area that needs improvement. Confirming their positive contributions while addressing a weak area makes the employee more receptive to management concerns.