Most managers understand the necessity of basing performance evaluations on workplace behaviors, competencies, and results. But there is less of a consensus and understanding of how to gather and analyze this information. If you don't pay enough attention to this part of the process, you end up with flawed performance data — and equally flawed evaluations.
The information that you need in order to precisely and productively evaluate your employees' performance won't suddenly appear on your desk. Gathering what you need for this process is a year-round responsibility, and handling it effectively helps not only in the performance evaluation process but also in the daily process of managing your employees.
Numerous workplace sources and resources provide the kind of information that's essential for an accurate and meaningful performance appraisal. Of course, as important as these resources are, you're the most important resource of all.
You're at the center of the entire evaluation process for your employees. You're most familiar with them, you've spent the most time observing them, you have access to more data about them than anyone else in the company, and you're the one who will ultimately make sense of all the information and turn it into an accurate and relevant ...