A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future. Objective and healthy feedback will help your employee grow and contribute more to the company. Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open. If you do not discuss problem areas and work out their solutions, the problems will only fester and become larger with time. During a review, focus on both the positive and the negative aspects of the employee's performance and bring out areas where improvement is required. You should also set goals and expectations for the future.

1. How to Measure & Evaluate Your Employee Performance
Ali Asadi, MBA, MA(IT)
Author, Business Consultant
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2. Introduction
A performance review is an important
occasion that allows both employee and
manager to establish realistic goals and
expectations for the near future. Objective
and healthy feedback will help your
employee grow and contribute more to the
company.

3. Measuring Performance
It is important to have objective, quantifiable
criterion to measure performance.
Typically, these fall into areas of
quality, quantity, and time.

4. Quality
Considering Quality of work, you could be
measuring and discussing the following factors:
_Customer satisfaction and feedback
_Any complaints
_Work output that must be redone (in percentage
terms)
_Peer perception of job performance
_Adherence to procedures
_Budget management
_Attitude and behavior
_Percentage of leads that result in sales
_Consistency of quality

5. Quantity
When measuring Quantity, be careful to ensure
that the quantity of work or output is
qualitatively sound. The gadgets that an
employee produces must be saleable. Sheer
quantity without quality is only harming
your business

6. Time
Measuring Time-related issues is equally
important. Can you rely on the employee to get
things done on time? Does the employee
coordinate complex activities with peers and
customers? Is the employee punctual? Do
employees place company welfare above their
own at least on some occasions?

7. Performance Evaluation
In essence, the evaluation process checks for three
activities:
1) Job Accountability-How closely has the
employee met the requirements of the job?
2) Goal Achievement-Assess whether or not the
employee has met established goals.
3) Value added functions such as good
communications, positive attitudes, extra
activities to help the business.

8. Performance Review Session
 Decide a place and time for the review. Ensure you will not
be interrupted during this period. Prepare yourself by
reading the self-appraisal and the job description and being
thoroughly familiar with both. Determine if any part of the
job description needs to be changed for the future.
 Once the process is over, you complete the documentation
and send it for employee certification. Remember that
certification is not an agreement, and the employee can
add any comments to the evaluation.
The evaluation will be available to the employee after it is
approved.

9. Read More!
This authoritative volume on
human resource management is
highly recommended reading for
the small business owners and
HR professionals. Written by an
acknowledged expert in all areas
of business management ,
Managing Employee Performance
is a well-organized guide to
understanding this vitally
important area of your business.
Download the eBook:
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ref=Ali1353

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11. Thank You!
Ali Asadi