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Employee Evaluation

3325 Views 8 Replies 7 Participants Last post by  CApainter
I checked the file swap thread and have done some searching through the archives here. I am looking for ideas on effective employee evaluation practices...either forms that work well or strategies that work well at review time. Any suggestions?
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You've got to be joking. No one evaluates their employees and can share ideas with me??? :blink:

To date, I've only done one formal employee review. There wasn't a lot that went into it for me . . . Basically, I organized the thoughts that I have on a daily basis about this person and his strengths and weaknesses. I complimented him on the things he's doing well and told him what he needs to work on. Because he had shown vast improvement from when he had started, I gave him a raise.

It was a very positive experience.

As far as forms, strategies, I'm not there yet, just a basic review practically off the seat of my pants. I think there are things you can institute to make the process seem very professional but the truth is, you know what each of your people needs to do to become a better employee.

I love it! The criteria is right on. That pretty much nails it!
My main guy (only guy at moment) I have giving a yearly raise base on seeing his skills improve, and reliability etc. (I guess no formal eval)I just let someone go last week (only employeed for three weeks) and starting the process all over again.... The goofs applying for jobs these days are unbelievable.
I would think in a one to three employee situation daily On-Job-Training (OJT) I would provide less formal evaluations. As instruction are given, observing the work performed and upgraded to meet my requirements. I guess with new employee I would observe and have some time frame that meets the 30-60-90 day requirements for probation. When work improves and is constant to your standards provide raise or incentives.
PWG thats great. The only formal employee eval I have done was when I had a kid on work release and their school mandated it, but doing it with everyone once a week or so might not be a bad idea. My main prep guy (he actually like the prep work, not the painting) I do check in with periodically through out the day to show him how to be more productive, and he likes that.
The tendency to treat employees like laborers rather then professional assets cripples communication. The quarterly evaluation, one on ones, training, and goal setting, along with the general staff meetings, show you are concerned about them. They'll likely take their job more seriously rather then think your just another place to collect a check.
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