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Here is a VERY succinct performance evaluation that I’ve used for years. Called 5 Questions, the employee completes it, submits it to the manager, then they discuss and refine it together during the evaluation interview. Here are the questions:
- What goals did you accomplish since your last evaluation (or hire)?
- What goals were you unable to accomplish and what hindered you from achieving them?
- What goals will you set for the next period?
- What resources do you need from the organization to achieve these goals?
- Based on YOUR personal satisfaction with your job (workload, environment, pay, challenge, etc.) how would you rate your satisfaction from 1 (poor) to 10 (excellent.) 1 2 3 4 5 6 7 8 9 10
You do have to stress that question #5 is not how well they think they’re doing their job, but how satisfied they are with the job.
The great thing about this evaluation is that it’s one piece of paper and not too intimidating. Staff can use phrases or sentences and write as little or as much as they like. If it’s hard to get a conversation going with the employee, ask them “What was your thought process when you assigned your job satisfaction a number __.” Usually that opens the flood gates!
If you use a goal-oriented evaluation like this one, you’ll find that employees will grasp that you are asking for their performance to be beyond the day-to-day tasks, and to focus on learning new skills, teaching others, creative thinking and problem-solving and new solutions for efficiency and productivity.
For help with job performance words and phrases, click here.
Related posts:
- Monday Special: Words and Phrases to Use in Performance Evaluations
- My Take on “10 Ways to Keep Employees Happy” in Medical Practices
- Are Critical Conversations Hard for You?
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Tags: creative thinking, goals, manager, performance evaluation, problem-solving, satisfaction
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1 user responded in this post
[...] 6. Set Goals I like to establish individual goals every six months during the annual performance review and six months later during a less-formal touch base. 12 months is a long time to keep a goal in mind, so I prefer to deal with 6-month goals. Performance evaluations should not be a rehash of what was done right and wrong over the year, but rather should be a time to review the goals from the last six months and see what wasn’t accomplished and why, as well as celebrating the goals that were accomplished. See my simple evaluation for more information. [...]
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