Your employees’ morale can fall off anytime especially if they are doing the same responsibilities and duties repetitively and they are not appreciated by their superiors. This can result to poor performance as well as lack of motivation and productivity. For this reason, executives and business owners should ensure that the employees maintain their interest and they are appreciated with how they perform at work.
Use the tips below for you to be able to boost employee morale and productivity within your administration.
1. MOTIVATE THEM TO FACE EACH WORKING DAY WITH ENTHUSIASM
Waking up every morning is one of the hardest parts in a working individual’s life. Employees are often stressed and tired after consecutive days of work, which may give them difficulties to focus and perform at their best at work.
- What you can do is to offer them a freshly brewed coffee or tea to help them regain alertness and enthusiasm towards the busy day ahead. Your employees will thank you not only for the energizing drink, but also for your thoughtfulness.
2. BE AWARE OF SPECIAL OCCASIONS OR EVENTS
It is always appreciated when someone remembers your birthday or a sincere person applauds you for an accomplishment well-done. This also applies to the people of your company.
- When you are able to recognize the special happenings in their lives outside the workplace, consequently, they will feel valued rather than being ignored and neglected.
3. RESPECT YOUR PEOPLE AS YOU WANT THEM TO RESPECT YOU
This may sound too obvious, but implementing respect can make a lot of difference to your working relationship with your employees.
- Show them the respect and courtesy that they deserve.
- Whenever the opportunity permits it, always remember to say thank you or please.
- Also, avoid swearing, losing your temper, or ignoring your staff.
4. RECOGNIZE THEM FOR A JOB WELL-DONE
- Employees prefer a superior that is appreciative and grateful when they have made a significant difference in the company.
- One good way to show appreciation is through the Employee of the Month program, where you can also offer incentives to the deserving individual.
5. GIVE THEM REWARDS
Once in a while, it is good if you can treat your employees with pizzas or free lunch. This gesture will surely keep their spirits high. Not only that you would get the opportunity to bond, but you will also help them to stay in the mood.
6. KEEP YOURSELF HANDS-ON
- This can be done by holding meetings occasionally to tackle about problems (if any) and concerns that your employees may have.
- Let your employees know that you are always there to attend to any problem concerning the company despite of your busy schedule.
- Getting feedback and reactions from them may also be necessary.
7. TRAIN THEM CONTINUOUSLY
Our world is constantly changing, that is why your employees should also be updated with the latest developments on their designated field.
- If you are unable to do this, your staff may sense your unwillingness to invest on their training and may also feel uncompetitive if they see better-trained employees from rival companies.
- Send your employees to seminars or conferences, or you also enroll them to relative classes in order to help them excel.
And because you are an executive, you will need to evaluate your subordinates to see how they perform at work. This is made easy through ready-made performance evaluation examples that you can download from the internet. Samples are of different kinds to suit the field of work you will be evaluating.
Regardless of the size of your company, obtaining a group of hard-working, efficient, and motivated employees is essential for its success. Lack of these important qualities may result to poor job performance; therefore, the business also suffers. With that being said, the price that you pay in enhancing your employees’ efficiency can be worth it after all.
Following are some tips that you should utilize in order to ensure that your employees would become efficient, productive, and willing to give their very best for the sake of the company.
1. UNDERSTAND YOUR EMPLOYEES’ BASIC NEEDS
First, put yourself in the shoes of your employees and understand their basic needs as working individuals. Some of the most significant needs of an individual are the need for diversity, significance, and human connection. Different personalities require varying levels of these needs. If you are unable to fulfill any of these, chances are, it will affect your employees’ performance as well as self-esteem.
THE NEED FOR HUMAN CONNECTION: Generally, we humans always feel the need to connect because we are created as social creatures. Lacking of this stimulus, however, can result to undesirable outcomes. By connecting to your people, you are giving them the impression that they are valued and appreciated.
- To implement this, you can start with getting to know more about your employees and their personalities.
- Set up a meeting or attend to the important events in their lives like birthdays or graduation parties to get to know how many kids they have, their ages, how they do at school, or just random information to show your appreciation to them.
THE NEED FOR DIVERSITY: This is obviously another essential need that an employer should fulfill as humans always seek for change and variety. Without it, your employees’ performance level may drop eventually.
- Diversity is crucial in order to stimulate the curious minds of your people, so you need to give them varying tasks and assignments from time to time.
- You could also schedule a specific day where they can get rid of their uniforms.
- Just incorporate random varieties in order for them to feel a bit of thrill and excitement, even if they are going to the same workplace every single day.
THE NEED FOR SIGNIFICANCE: Significance is more likely to result to company loyalty. If we feel significant, chances are, we tend to stay so that we could still connect to those who value us. So, how do you meet this need?
- Begin with understanding how valuable your people are to your company.
- Then, classify them according to their working abilities.
- Know what makes them unique, their skills, and experiences that make them special.
- Recognize and praise them based on the special qualifications they possess.
2. ALWAYS ESTABLISH HOPE
Hope is another significant factor humans need for existence. As a superior, do whatever it takes to establish hope in the minds of your people.
- Hope always result to positivity, just do not be too exaggerated.
- Instead, focus on more realistic aspects.
- Instill in their minds that things can go wrong anytime, but that doesn’t mean that they cannot something to correct those mistakes.
3. KNOW THE SIGNIFICANCE OF BALANCE
Balance can also be a tool in order to keep your employees productive. As an executive, ensure that you are maintaining balance not only in your life, but also with the lives of your employees. Select the areas where you might be lacking and do something to change it for the better. For example, if you are seeing an overworking employee, show concern by sending them home and giving them a half day schedule the next day.
And when its time for performance evaluation, you will need performance evaluation sheets. On the internet, you will find lots of performance evaluation examples for different fields, which are print-ready and commonly uploaded in .doc format.
Performance evaluation forms are assessment forms that are based on a person’s over all performance in his or her responsibilities at the work place. This may include the strengths and weaknesses of the person as well as the goal of the person involved. The performance evaluation forms are normally conducted for employees who are up to promotion or demotion. Performance evaluation forms should also be given annually to employees to review their effectiveness to the company.
A company, ideally, should conduct performance evaluation forms for employees. This is to ensure that the employees are doing their job as best as they could. With too many employees working for a single company, it would be very hard to know which one deserves a raise and which others do not.
2 Major Types of Performance Evaluation Forms
1.) Checklist Type:
A checklist type of template may contain different choices in the forms. An employee can only check those that are applicable to his performance. This performance evaluation forms template will render a not so accurate outcome since there will only be a few choices given. The employee cannot freely expand his or her answers.
2.) Essay Type:
An essay type of template is much easier for the employee because it gives a lot of spaces for the employee to expand his or her explanation. This kind of template though would be very tedious to the assessor because the assessor needs to read every thoughts of the employee. Imagine if you have about hundreds of employees!
Choosing the Best Form Templates
Sometimes, it can be very time–consuming to create performance evaluation forms templates. Most managers as we all know are very busy with their hectic schedule that making a unique performance evaluation forms for employees could be too much. Thus, there are online websites that provide performance evaluation forms free.
There are too many performance evaluation examples but how can one know which one is suitable for the company? The performance evaluation forms should be based on the company’s vision and goals. It should incorporate the aim of the company, thus relating it to the employee’s performance.
After the performance evaluation forms have been answered, the manager or an HR representative should discuss the appraisal with the employee involved. An employee can then complain or accept the assessor’s review of the evaluation. After both parties have agreed to the result, the performance evaluation forms must be signed by the employee and the assessor.
Employee performance evaluation is an appraisal of the over-all performance of an employee working on a certain company. This determines the contributions of an employee to the company and will have a basis for the renewal of a contract.
What is in an Employee Performance Evaluation?
Employee performance evaluation is done by the Human Resource Team or by the manager. Some companies do this annually while other companies only do this when a promotion is up for a particular employee. An employee performance evaluation form should incorporate the following:
Rating of Strengths and Weaknesses
- This section of the employee performance evaluation contains a list of characteristics expected from the job.
- It may include an employee’s communication skills, reliability, innovation, professionalism and many more.
- This can be answered by rating the employee’s characteristics concerning the job with 5 as very good and 1 as poor.
Areas for Development
- This section provides suggestions on what the employee needs to enhance when it comes to his or her job performance.
- It mainly contains constructive comments from the manager.
- This is a vital discussion between the manager and the employee during an employee performance evaluation.
The manager set goals that are realistic together with the employee. These planned goals should be based on the review of the evaluation and must help in achieving the company’s vision.
Parts of an Employee Performance Evaluation Form
There are important things to consider in conducting an employee performance evaluation.
- The first part of performance evaluation examples should state the responsibilities of the employee to be evaluated.
- The second part will be about the employee’s skills and talents. It should have columns and rows for additional comments by the evaluator.
- In the third and last part, both the manager and the employee should affix their signatures at the end of the form.
Most managers complain about paper-based employee performance evaluation. Reviewing employee performance evaluation forms are very tedious and takes too much time and effort especially if there are that many employees in the company. There are some internet-based softwares which are now highly available to make the evaluation easier and more accurate. This employee performance evaluation software is very convenient since this is automated. The manager can then just print a hard copy of the evaluation and sign it together with the employee.
For a small company with about less than twenty employees, a paper-based employee performance evaluation is practical since it will not take too much time to assess. However, if the company conducting the evaluation is rather a massive firm, an employee performance evaluation software is the best choice to make the appraisal quickly without compromising the results.
Performance evaluation forms are popular tools in appraising staff and employees of human resource departments, organizations and managers. Hence, one must be wondering what these performance evaluations should contain and the questions it must be asking the subjects. Looking for performance evaluation examples would really be helpful in cases where you don’t really know what to ask. You can find numerous performance evaluation examples online wherein most are brief and would only extract what is essential from the subjects.
Looking For Performance Evaluation Examples
Organizations often look for employee performance evaluation examples to use as part of their assessment of employee performance. When used as an initial point for periodic review program development, the samples result to staff and employees who are more productive and satisfied with their work. When developing the review program, most companies go to their labor relationship board as their first stop.
An online labor relations site is operated by most states in cooperation with their respective Employment Security Office. The evaluation examples that can be found on these sites comply with state laws and understood by government employees with regards to the issuance of discipline to them.
If job performance evaluation examples are not available from the local or state labor board, the business owner or manager must develop the evaluation themselves. A sample phrase from performance evaluation examples could be used but they must be personalized to fit your own or your company’s goals.
Ratings scales are used in performance evaluation examples. A typical scale is as follows:
Scales or Ratings Used in Performance Evaluation Examples
- Unsatisfactory – this means that main improvements are needed
- Needs Improvement – this is higher than unsatisfactory but could be done better
- Meets Expectations – duties are performed as ordered with minimum amount of supervision
- Excellent – all duties are done in a cost effective way with measurable results that are positive
- Outstanding – performance is above and beyond the requirements of the current position
There are many ways to scale performance of workers inside an organization. You can also go with numerical scales wherein the lowest number describes dislike and the highest represent favor.
What Performance Evaluation Should Ask
Here are performance evaluation goals examples that are typically contained in general performance evaluation examples. These are normally evaluated in most performance evaluation forms to assess the current state of the organization.
Quality of Work
- Consider effectiveness, thoroughness and accuracy
- Pressure or the capability to meet certain quality standards
- Performance of work matches established expectations
Quantity of Work
- Thoroughness, efficiency and competence at work no matter what the volume is
- Accuracy and neatness
- Launch and sustain effective working relationship
- Shares resources and information with co-workers
- Follows supervisor instructions and respond to team member requests in a positive manner
- Contributes time and effort to the performance of the team to meet goals and realize team success
- Overall efficiency when working together
Knowledge of the Job
- Applies the right procedural and technical knowledge in a particular field
- Degree of technical ability
- Knowledge of work procedures, facts, information and methods that related to the assigned tasks
- Perform assignments with minimum amount of supervision but consults with the right staff and seek supervision if and when needed
- Creates and recommends own procedures and consider the degree of the employee’s own constructive work
- Improve and implement new procedures, ways, concepts, solutions, applications and designs of present procedures and designs. A self-starter
- Accepts more responsibilities and challenges and assist team members willingly. Self-reliant
- Assignments are completed in a timely manner
- Consider the degree of consideration, tactfulness and cooperation of the employee in dealing with coworkers, faculty, students, supervisors, managers and others
Health and Safety compliance
- The degree of compliance that the employee exhibits on company ordered safety rules
These are just some of the contents of performance evaluation examples. One should also consider the fact that performance evaluations would largely differ when evaluating different levels position in the organization. It is important that everyone is account for even the supervisors and managers. One could try a mix of self-appraisal types of performance evaluation examples and the typical evaluation wherein the subject is evaluation by somebody else. Overall, performance evaluation tools prove to be very important in goal-setting, training and re-training and other aspect of an organization.