Fun or Not, Employee Evaluations Can Help Keep Good Workers, Boost Bottom Line

When it comes to fun things to do, employee evaluations probably don't make a manager's top 10 list. Usually, they are pressed for time and they feel uneasy or ill equipped to do the job.

That doesn't mean the evaluations shouldn't occur, though. So, here are some suggestions for making the process more enticing and to enable it to go smoother.

• Managers should view the exercise as an opportunity to improve the dealership's bottom line and to keep its best workers. Formally rewarding top employees and encouraging them to continue performing at a high level is the type of meeting both the manager and the worker can enjoy.


• Unfortunately not all employees are in the best-performers category. However, if evaluations are given with sensitivity and within a standardized format, these meetings, too, can be a motivational experience.


• When an employee needs to raise performance, the manager needs to be careful not to criticize without offering constructive improvement suggestions. Without constructive suggestions, the worker may feel degraded instead of motivated.


• Use all-encompassing employee evaluation forms. Many forms only address routine job performance areas such as attitude and communication skills. A more complete form will include how the employee relates to supervisors and customers, and how the worker relates to fellow workers on a personal as well as professional level.


• The review should include integrity categories. Cover whether the employee is positive or negative and suggest how negativity can be changed.


• Evaluation should be a two-way street. Employees should be prepared to discuss what they like most about the job, what their goals are, what training they need and whether they feel they have support from the company, including proper equipment and proper assistance from personnel.


• Taking the employee goals into consideration, formally set goals so progress can be measured.