Unlock the Power of eSignature Legitimateness for Employee Performance Review in Australia

How to eSign a document: eSignature legitimateness for Employee Performance Review in Australia

hi everyone this is David and welcome to week three of comm 390 the week in which we're going to discuss employee evaluations you know employee evaluations are one of the hardest things that a manager does but also one of the most important things that a manager does in order to maintain productivity and morale in the workplace when I was a director of freshman English at Moravian College I had to conduct employee evaluations of the professors who taught the composition courses when I was director of the Writing Center I conducted evaluations of the tutors in the Writing Center when I was in a executive editor at Rodale press I conducted performance evaluations of the editorial staff and here at UMUC I do evaluations of the writing fellows now all of this is just to say to you that during all of that time I have had the opportunity to make virtually every mistake that a manager could make when it comes to giving employee evaluations some of those mistakes even two or three times but also along the way I've also been fortunate enough to have some really good mentors who helped me learn some of the best practices of employee evaluations and I'd like to share some of those with you first is that the goal of an employee evaluation the overall goal is to help that employee to encourage that employee to motivate that employee it's never to discipline if discipline is needed if it's an issue then that's a different track altogether that's something that you take up with the human resources department is a different conversation that's not what we're talking about employee evaluation employee praise Allah praise Allah really has as its goal to help encourage and motivate and so the question becomes how do you do that and I'd like to offer these six suggestions to you for doing that one you conduct that employee evaluation with empathy now empathy as you know means putting yourself in somebody else's shoes being able to feel imagine what they're feeling empathy is not sympathy at all although empathy can lead to compassion and to generosity toward that employee and as Jack Welch says all great managers have the generosity gene I think you should also conduct your employee evaluations with candor candor means being completely honest completely straightforward laying it all out on the line no hidden agendas nothing held back doesn't mean being rude doesn't mean being blunt but it means being completely honest and it's that honesty that in turn engenders trust in your employees and spreads throughout the workplace to create a comfortable productive employee workplace candor I think you should also conduct your employee evaluations with specificity and that means that back up everything that you say whether it is positive or negative with facts with specific examples with data if they are available in other words if you can't back it up don't say it and that I am very serious about that one employee evaluations should also be conducted with collaboration in other words you and the employee are in effect a team and it's your goal as that team turn nurture the employee to help the employee grow to become a better and more productive employee and you do that by making plans together setting goals together deadlines together and that in turn empowers the employee employee evaluation should also be conducted with frequency one of the most common errors when it comes to performance reviews is not doing periodic reviews say during a year before an annual evaluation like the one you're doing for this assignment so as a result something that you say in that annual review will come as a surprise what you say during an annual review should never come as a surprise to implore to the employee because you have conducted these frequent evaluations during the day longer evaluation period frequency employee evaluation should also be conducted with preparation and that means that before you sit down face to face with an employee or before you write that draft of that evaluation you should have collected and reviewed all available data on that employee that can even mean speaking to other poll employees colleagues or other a manager gathering what some sometimes called a 360 view of feedback and only after you have done that preparation should you sit down with an employee because if you are seen to be unprepared and an employee evaluation your credibility as a manager is automatically destroyed and I can also tell you that being unprepared in an employee evaluation can also result in a complaint being filed against you as a manager with Human Resources so preparation is the key when it when it comes to sitting down and having a comfortable productive experience okay so those are some of the best practices that I wanted to share with you now what I'd like to do is to take a look at some of the documents that you have to fulfill or carry out your assignment number three or paper number three let's take a look at them now as you can see you're conducting an annual review of Bill Blizzard in this scenario you are the manager of the client Support Division at Christ's our enterprises now these two paragraphs provide you some essential information about Bill and his work over the past year keep in mind you can add info to this if you wish in order to flesh out the point you're making or to improve your performance review in any way you wish next let's take a look at the document template that I'd like for you to follow this time you're not writing a memo for change instead you're writing a narrative of the face-to-face review that you'll conduct with bill at a certain time and a certain place and feel free to change the setting to whatever setting you think would work best with this employee and what you have to say in this review before getting into the review you'll want to make employee comfortable and to establish a friendly non-threatening atmosphere by beginning with accomplishments you'll be accentuating the positive and putting the employee at ease as Mark Twain once said I can go two months on one compliment so you begin by pointing out the very specific accomplishments or contributions made by the employee as the instructions say feel free to borrow wording exactly from this description that you've been provided mixing those words with your own and with your own sentences as you build your narrative after accomplishments come strengths another positive area so if you get the feeling that a majority of a performance review should focus on the positive you're exactly right when it comes to areas needing improvement address the employee forthrightly and candidly now please don't confuse candor with rudeness blood Ness or even demeaning someone candor simply means being clear honest while maintaining respect and dignity for the person you're interacting with the same four specific recommendations for improvement be straightforward and candid but most importantly this is where you bring the employee in to collaborate with you make sure that any plan you devise during this phase has clear deadlines outcomes in a way that the outcomes will be measured promotion potential as a time for candor but also for motivation here you make it clear that the company sees the employee as a valuable asset and an ongoing investment you want to communicate at the company wishes to nurture this employee and eventually you hope to see the employee take on more responsibility to grow along with the company so definitely end on a positive note okay so there you go for the performance review again feel free to borrow directly from the wording of the assignment and the description about Bill Blizzard and work it into your own wording in this case it will not be plagiarism for this case only as usual if you have any question whatsoever about this assignment please contact your instructor and we'll get some answers to you very very quickly because we want you to do your best on this performance evaluation okay good luck