In my capacity as a manager, I once had to evaluate my team members during an annual appraisal. I was bit anxious as I had just been assigned to head their project a month ago. Nevertheless, it was an experience. The next time around, I was in a better position to evaluate my team members.
The very first question that hit me when I was asked to evaluate them was: How does one do a fair evaluation of one’s team members? After the first evaluation, the HR department gave me a checklist of measurable performance criteria that applied to members of my team. And I kept these criteria handy during my own appraisal with my boss.
Below is a fairly common set of measurable performance criteria that help me with annual evaluation of my subordinates.
- Initiative or Ambition: Are your team members ambitious in the sense of taking initiative to perform or improve the process, product or work environment?
- Cooperation/Attitude: Is your teammate a pleasure or bore to work with? What is his or her opinion towards you, peers and overall work? Is he or she cooperative and flexible with his or her peers by performing job functions outside his or her normal duties?
- Attendance: Is your team mate’s regular absence having a negative impact on the morale of other members or on the department’s productivity? Regular attendance of any one employee can set an example for peers to be punctual towards work.
- Communication Skills: Is your team member capable of communicating with his peers, managers and clients? Has he or she ever been involved in any issues due to communication skills?
- Focus: Is your team member able to maintain focus on the task assigned? Does he or she prefer to finish personal work while still at work?
- Loyalty: Does your subordinate understand his or her job responsibilities? Does he or she feel proud while talking about the project or Company?
- Improvement: Has your team member shown a marked improvement in his performance from the previous appraisal?
- Integrity: Does your subordinate display morally upright behavior at work? Does he or she respect the privacy of his or her peers and clients?
- Knowledge: Is your subordinate technically sound enough to perform his or her job responsibilities?
- Productivity: Is your subordinate responsible enough to meet productivity requirements and project deadlines?
- Quality of Work: Do you receive more positive or negative feedback from the client regarding your team members’ quality of work? What are your observations on the quality of work your department produces?
- Reliability: How reliable is your subordinate? Does he or she demonstrate dependability? Is he or she the one you rely on when someone makes a mistake?
- Stress Management: Is your subordinate open to changes in the work environment? How does he or she interact with other members when the project is nearing its deadline?
- Team Work: If one of your team members is on leave, does his or her peer willingly pitch in to finish the tasks assigned of the absentee?
Alongside the above mentioned criteria, employees’ performance levels need to be measured in these ways:
- Has your employee mastered the requirements of his or her job and able to perform in a way that reflects an understanding of his job duties?
- Does your employee meet minimally acceptable standards in terms of technical know-how of the job requirements?
- Does your employee exceed your expectations in some aspects of the job while being an average performer in other matter?
Do share your thoughts with me on the same.
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