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Evaluation Process

Rethinking the Employee Evaluation Process

Employers who regularly review their employees that is at least every quarter reap exceptional benefits:

  • Employees know where they stand and what is expected of them.
  • Together, you can identify their strengths, as well as areas of improvement.
  • Communication is improved and keeps both parties in tune with one another.

I’ve been in business for a long time and have conducted countless employee reviews, but here are some of my favorite methods and strategies, you may not have considered:

1. Review over lunch.

Talking employee performance over lunch is more of a casual endeavor than a scheduled quarterly review.

You may consider using this approach after taking on a new client, and you want to check in with how things are going; as a follow up to a prior performance review; as a “checkpoint,” etc.

Even if it is more casual, you should still come prepared with talking points, questions and pertinent feedback.

2. Listen more than you talk.

Come prepared to the evaluation with a handful of important talking points — perhaps 3-5 things you want to discuss. These talking points will give shape to the conversation without dominating the meeting.

Give your feedback directly and don’t mince words at the expense of getting your point across. When you’re done speaking, listen. Take notes, as it helps you listen better and will be helpful when looking back.

3. Track feedback throughout the quarter.

This is a tactic that takes continued dedication. You’ve got a million things on your plate and documenting employee performance isn’t always at the top of your priority list.

Yet, if you can keep a growing document of bullet points or observations throughout the quarter, you’ll have a much more effective and robust conversation, when the next evaluation rolls around.

With this method, you’ll also be sure not to leave anything out and will save you tons of time in preparation.

4. Offer anonymous peer reviews.

Key word being anonymous. It may take some effort to get an effective system in place, but it will be worth it. If there are major discrepancies about a particular employee, follow up and try to understand the cause.

A negative peer review may be more personal in nature than constructive and can skew the perception of an employee. Peer reviews also offer very real insight into how your employees feel about each other, as well as how well they’re working together.

5. Give your employee the chance to review you.

Employee feedback is extremely valuable — it lets you know how well you’re doing your job and how you can improve, to support your team. A team is only as strong as their leadership, and if you want your team to be the best it can be, it has to start with you.

Giving your team the opportunity to review you is extremely humbling and will speak volumes to how your team perceives you. There is nothing worse than a leader who believes they are above the cut, untouchable and without fault.

You may be surprised at what you learn — just be ready for whatever comes your way and keep an open mind.

I’ve made my fair share of mistakes in the process of building a Seven Figure Firm — I want to share the stories of my successes and failures, so you can build a successful financial services firm that runs itself.

Download a FREE chapter of my book, including:

  • Prospecting & Marketing
  • Creating Your Brand
  • Building A Team
  • Using Systems & Processes
  • Psychology & Personal Discipline

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Rethinking the Employee Evaluation Process
Performance evaluations are an essential component of the employee experience. Rethink the employee evaluation process with these five methods for reviewing your team.

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