- Step 1: Prepare Prepare well for a performance review -- it's the best way to be successful. Be honest and thoughtful in preparing your evaluation and follow a preset rating protocol or measure performance against their job description.
- TIP: Base your assessment on the employee's actual performance, rather than hearsay or a subjective view of their personality.
- Step 2: Create the right setting Schedule a time and place where you can have a conversation with the employee privately. Start the conversation with a friendly greeting to set both parties at ease.
- TIP: Give employee evaluations on a set schedule, such as one month after hiring and then once a year at raise time thereafter.
- Step 3: Follow a format Stick to the prepared rating sheet when delivering your evaluation to keep your presentation from wandering off track.
- Step 4: Provide examples Provide examples whether the feedback is positive or negative. Citing examples such as, "Your complaints about our product turned away a client," is more helpful than just saying, "You have a bad attitude."
- Step 5: Make criticism constructive Turn criticisms into constructive advice by telling the employee how they can improve. Set new goals for them, if needed.
- Step 6: Finish on a positive note Surround discussions of poor performance with positive feedback to soften the blow. The best way to end a performance review -- from the employee's perspective -- is by giving a raise. If that's not possible, finish the conversation on a positive note that makes them feel appreciated.
- FACT: In 2009, according to the U.S. Bureau of Labor Statistics, over 4 million people worked as retail salespeople, making it the most popular job in the country.
You Will Need
- Honest feedback
- Rating protocol
- Private setting
- Constructive criticism