Evaluating Others: 15 Examples for Setting Performance Goals

Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Evaluating Others: Set Goals for your Employees. Here are some examples:

• Remember that people are human beings and no one wants to feel humiliated by one's critique of their work
• Be honest and polite when evaluating others and give credit to those who deserve it
• Understand and respect the fact that people have invested their energy, resources and time into what they have produced
• Be precise and specific in the feedback one provides and be assertive when giving negative feedback
• Learn to ask people about their work when one doesn't understand some of its aspects in order to give the right feedback
• Share with people how one will assess performance so that they don't get surprised at the end of the review period
• Give one's personal opinion in a direct and friendly manner that does not threaten the other person
• Avoid excessive use of body language or gestures unless one is illustrating a point about the other person's efforts
• Avoid repeating a point once one has made it as one would sound nagging to the other person
• Allow others to set their own goals and give feedback on regular basis in order to make them grow

Evaluating Others: Improve and master this core skill with these ideas

• Concentrate on performance - It is critical to succeed in your business, and that only happens when employees are focussed solely on the tasks that are provided. Keep every employee accountable for how they spend their time to identify more efficient ways of working. Keep a check on how often they are online answering emails, how many personal calls they handle while at work etc. to ensure you understand how time at work is spent. Productivity statistics will also help you understand what time of the day the employees are more and less productive.
• External evaluators - The professional assessors who monitor employees during actual work hours should be able to give accurate, objective results that help in better work scheduling programs and set realistic goals.
• Colleagues Appraisals - Colleagues should be given a chance to rate each other's performance on the basis that they know best what every job requires. This is also an excellent way to monitor an employee's capacity to work well with others.
• Use rating scales - Using a scale of 1 to 10, rate the employee's subjective measures like dependability, decision making, cooperativeness, etc. The rating should be done at regular intervals and remain consistent in identifying what it measures and the scale used. Make sure that you can track the changes in staff performance and use the job description to set the criteria necessary for the role.
• Management by objectives - The most common way to measure employee performance is by using goals. Goals are set periodically and reviewed at the end of the target period. Progress toward each objective is then recorded and new goals established for the future.