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Performance
Circle the one that FITS YOU.
Do you find your job?
A. Boring
B. Challenging
C. Difficult
D. The best job I ever had
How do you think you perform?
A. Above expectations
B. Average
C. Below average
Is there a certain job you would like to do? If yes, please explain.
As you can see from this sample, being on time as well as taking more time than allotted for breaks is a concern for this employee.
Another employee may have different problems. Maybe they are very negative. So you can add or delete questions based on the challenges each employee is facing. You may want to use a combination of self-review and conventional reviews for optimum results.
Whatever way you choose to conduct your employee reviews, you may want to consider the following suggestions.
Try not to let employee know he or she has a review coming up. Tell them about their review on the day they are going to have it. Sometimes the more time a person has to think about a review, the higher their expectations become. Perhaps they will develop ideas about what they think should happen only to find out during the review nothing turned out the way it was envisioned. To use an example, it's like that trip you planned for a year and you finally got there and it rained all week. If you are using a self-evaluation form, give it to them one day before so they have time to get their thoughts together and write down their answers.
If want your shop to have fewer personal problems, you have to go right to the source. You and your employees will vastly benefit from open communication, and your time and effort in this area will be well spent. I would love to hear from you on how employee reviews have benefited your shop, so please e-mail me with your results.
About the author:
Jon Olson is the production and operations manager for Sterling Surfaces in Sterling, Mass. He has been a solid surface fabricator since 1982 and can be reached at jon@sterlingsurfaces.com.
