Unique Content Article: Vital Pointers for Writing Constructive Employee Evaluation Comments

<h2 class = 'uawtitle'>Vital Pointers for Writing Constructive Employee Evaluation Comments</h2><br />
<div style='font-style:italic;' class='uawbyline'>by Carmen Meyyer</div><br /><br />
<div class='uawarticle'>Regardless of what management says, it's hard conducting employee evaluations and writing useful comments. As a supervisor, you will need to review an employee for his performance through the year and it's not an easy task. The majority of companies put in checks and guards that ensure that the employee evaluation is right and unbiased. However, it's the obligation of the immediate supervisor of an employee to check his performance day to day and note down positive and negative aspects of day to day performance.<br />
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It becomes the duty of the immediate supervisor to call in the employee for the evaluation. We know that no one in fact likes <a href="http://en.wikipedia.org/wiki/Evaluation_%28workplace%29">employee evaluations</a> but they are mandatory. As a result, if you are the manager, you can start by setting a convenient date for evaluation.<br />
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1. Start by clearing your mind. All staff members work because they need the money. As a result, there is a very good possibility that a recent unsatisfactory performance will have serious unknown explanation. It might be a divorce, financial issues, illness etc. Do not consider unsatisfactory performance as a personal affront on you or the company. Assess the employee for the job he has actually done and all positive and negative points and comments that he or she has.<br />
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2. Maintain a positive approach to the evaluation. Make sure you assure the worker of this positive approach. No one likes unfavorable comments and the right tone is required to ensure that the employee does not take your comment as a criticism.<br />
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3. Use positive comments while imparting beneficial advice. Never batter down the worker with a barrage of adverse points. It can be seriously demotivating and demeaning.<br />
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4. Be very clear on the problem and what can be done to improve it. The approach may differ from person to person. Some may like a blunt approach while others prefer delicate simpler language. State the issue clearly and suggest steps that can be taken to improve it.<br />
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5. Share the blame especially if it applies. If you feel that the job was not explained appropriately or the staff member was not helped in time, then you ought to accept at least a part of the blame for the process.<br />
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6. Allow the staff member time to discuss his or her needs. There will always be concerns that the employee will have and this can be a good time to discuss them. Nevertheless, do not digress too much. An employee evaluation ought to be focused on the worker only.<br />
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Bear in mind that the comments you use now will go down on the person's permanent record. Never ever write down any sort of comments that will damage the staff member irrevocably. If you feel that there is scope for improvement, follow it up and ensure that the employee is helped to work better.<br />
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<div style='font-style:italic;' class='uawabout'><br />
About the Author:<br />
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<div class='uawlinks'>Carmen Meyyer covers stories about personal development and she has most recently written <a href="http://www.grapevineevaluations.com/360-survey.aspx">pieces about 360 survey software</a> for <a href="http://www.grapevineevaluations.com/">grapevineevaluations.com</a>.</div><br />
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New Unique Article!<br />
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Title: Vital Pointers for Writing Constructive Employee Evaluation Comments<br />
Author: Carmen Meyyer<br />
Email: dirasu.86664.0@articlesamurai.com<br />
Keywords: employment,employee,career<br />
Word Count: 479<br />
Category: Motivation<br />
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