How to Make Performance Evaluations Actually Work

I’ll admit it: during my time managing staff, I never quite got the hang of doing performance evaluations well. I take some comfort in knowing I’m not alone. Many managers cringe at the idea of evaluations because they’re unsure how to do them well and worry they’ll upset staff by focusing on perceived shortcomings. Employees, on the other hand, often dread evaluations because they feel unproductive—or simply because no one enjoys being criticized.

Still, those of us who manage staff need to get over it. Performance management is critical to organizational success. When you understand the purpose of performance evaluations—and help employees actually look forward to them—you can supercharge your team. You and your staff become more focused, motivated, and productive than you might think possible.

With that in mind, here are two keys to effective performance evaluations and strong performance management.

1. Include your team in developing the evaluation rubric

Have you ever had an evaluation sprung on you and thought, “This has nothing to do with my job”? It happens far too often. Managers copy and paste an evaluation tool from a website or another department, assuming it will translate. While some elements may overlap, these tools frequently miss the mark when it comes to the actual responsibilities of the role.

Before creating an evaluation tool, start with the employee’s position description. Then, talk with them about what their day-to-day work really looks like. Ask what they believe they should be evaluated on. Ask how they prefer to receive feedback. Work together to create a tool and process they feel comfortable with.

Finally, share the completed evaluation tool well in advance of the review meeting. Give employees time to reflect on what will be discussed. This transparency reduces anxiety and makes the evaluation feel fair, relevant, and collaborative.

2. Allow your staff to set specific goals

We all want a voice in our work. No one likes being told what to do simply because “the boss said so.” Performance evaluations create an ideal opportunity to talk with employees about what they want to accomplish in the next quarter or year. Give them autonomy to identify areas of focus and define realistic outcomes.

Of course, goal-setting needs boundaries. Employees should be working on initiatives aligned with the organization’s broader strategy and priorities—and ideally, they’ve been part of shaping those priorities as well. When everyone is clear on what matters most to the organization, employees can connect their individual goals to the bigger picture. And when they help set those goals themselves, they are far more invested in achieving them.

It really can be that simple. When you include employees in developing the evaluation tool and give them ownership over their goals, performance evaluations become far more effective—and far more useful. Instead of dreading them, you may even start to look forward to evaluations as an opportunity to better understand your team and build on the success you’re already seeing. Your employees, in turn, will feel respected, valued, and confident in their work.

If you’d like help developing effective performance management systems to take your team to the next level, I’d love to help. Contact me at Mustful Strategic Consulting—and let me help you do a better job with performance evaluations than I did.