Employee Evaluation

Monitoring employee performance is of course an on-going activity, but for new employees, evaluation should have the following defined phases:
End of first day/week – a quick ‘how are you getting on’ chat should take place at the end of the first day, and week, to ensure they are settling in well.
End of first month – a more detailed job chat should take place where the employee’s early performance is reviewed in detail and positives highlighted. Where difficulties are identified, the employee should be made aware of any issues, offered remedial coaching and support, and then this should be followed up again at weekly intervals. It is important that problems are addressed early so that before an employee’s probation period (usually 3-6 months) has elapsed you are confident that they are the right person for the longer term.
End of probation period – given that you will have addressed any problems by this point, this stage should
represent the employee’s first formal appraisal at the company where his or her strengths are identified and praised and future goals are established. You may at this point revise their pay upwards if that was part of the employment contract.
By reviewing the new employee’s early performance in a staged fashion, you ensure that they are delivering for the business in the manner expected but you also show them that you are interested in them as individuals and eager to help them grow and develop.
The evaluation process can of course also tell you whether your recruitment process is working effectively.
By viewing ‘recruitment’ as an eight stage process, you attach greater importance to it and by taking the necessary action within each of those stages you ensure that you are maximising the quality of employees you bring into the business. As you well know, it is far easier to keep a ‘bad egg’ out than to get rid of one later.

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