Employee evaluations are rarely fun for either party involved, but they are necessary for a company to move forward with its corporate goals. While tensions may be high, a human resources professional or manager can alleviate the uncomfortable situation with strong preparation and a well-defined plan.
Before the evaluation even takes place, there are two tasks that should be done, says Courtney Mohr, managing director of organization and talent solutions for BPI group.
The first step is incorporating the evaluation process into an overall strategic talent management program, meaning the evaluation should be put in the context of what the organization is trying to accomplish. To do this, the necessary skills, capabilities and behaviors for individuals should be aligned with company goals. Once those are defined, there should be a plan to encourage further personal development and promote new opportunities.
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