A good business is only as good as the manager who runs it. I think that there is no denying this truth. The manager is the person in your company who can make the difference between profit and bankruptcy. One of the most important aspects a manager has to take care of is employee evaluations. Employee evaluation tools are often overlooked as an important part of running a business, so that is why I have decided to write an article about what the best ways to see how well your employees are doing are. You can’t make any accurate predictions unless you have a clear understanding about what is going on in your company, and what each of your employees are worth. If you can’t make accurate predictions you will always find yourself late on a delivery of your product or with too few resources to complete the job. This is just one of the examples I can think of in showing how any kink in your business mechanism can have a snowball effect and slowly destroy your company. So, taking a few steps back, let’s try and see what the best employee evaluation tools are:

1.    Facts. The best and only way to get accurate readings of your employees is to look at the facts. I have seen a lot of failing businesses where managers evaluated their employees solely on the impression they had of their work. I must stress that this is a completely faulty way of doing business and that the only viable employee evaluation tools remain the facts. Check to see exactly what that employee did and didn’t do in a month, according to the facts and you might find out that the ones that left you the best impressions might actually be the ones that didn’t do much work at all.     

2.    Peer recognition. Another very useful of the many employee evaluation tools is relying on what his or her peers feel about the quality of work an employee does. This is important because these are the people who do the same thing every day and are the most qualified to judge if your employee does good or bad work.

3.    Interviews. One other way you can evaluate your employees is by having regular face to face interviews. For this tool to be effective I suggest that you first gather all the facts about the work your employee has done, in order to have a reliable gage on what’s truthful and what’s not. In a face to face interview you can solve any problem your employee might have and you were not aware of. You can ask first hand why certain results don’t meet expectations and give ultimatums directly if you feel that is what is required.

4.    Randomly checking work. Another of the many other effective employee evaluation tools that you can use is random checks. These checks may produce very interesting results specifically because of their randomness. This way, employees won’t be able to prepare for the check and won’t be able to resort to all sorts of methods that would make them look good. You would just get the straight truth.

5.    Aptitude tests. I believe aptitude test should be given once a year in any sort of business. Skills are lost if they aren’t exercised properly, and this why I believe you should not just presume that an employee still has the same skills he had when you hired him or her, a year form that time. Programing regular aptitude tests will give you an accurate look on the things your employees are capable of doing, but will also keep them on their feet, studying new methods to improve their work, and not get rusty at what they do.

6.    Customer feedback. An end product is the result of every department of the company. And keeping in mind that the customer is always right, it is important to take into consideration their opinion, and get some feedback. They might say for example that they were satisfied with the product but they had a hard time learning about it. That’s your queue to shake things up in the marketing department.

7.    Self-evaluation. Another good way to learn about how your employees are doing and what they believe the standards for your business are is to give them self-evaluations. You may find a lot of surprising results from this kind of test.

These are what I believe to be the best employee evaluation tools. Once you see where the level of your employees is you can take the next step and decide if you want to shake things up, and start firing under par employees, or if you want to build on the current team structure and by using reward and recognition programs, to see if you can get better results out of the current employees you have.         

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Related posts:

1. How To Measure Employee Satisfaction
2. Employee Motivation Ideas