#Person1#: I hate to be the bearer of bad news, but it's that time of year again. Have you got your performance evaluations finished yet?
#Person2#: Oh no! Evaluations! You can tell that's not my favorite job ; I haven't even started yet. When is the deadline for turning in thecompleted forms?
#Person1#: Well, you do still have three weeks. But remember the employee must sign them, too. Filling them in is nothing - it's meetingwith the employees that takes so much time.
#Person2#: I never know how to rate the employees'work. Of course attendance and productivity are easy, I just look at the sales figures.
#Person1#: So it's the subjective criteria like team building and colleague support that you find hard?
#Person2#: Exactly! Attitude. . . how do you rate attitude?
#Person1#: I suggest letting each employee fill out his or her own evaluation for those items. Then, based on their self - assessment, you can add your comments. It's a great starting point for discussion
#Person2#: Great idea. And after all, that's the whole point of an evaluation. I almost can't wait to give it a try.
#Person1# tells #Person2# to finish employee performance evaluations in three weeks. #Person2# feels the subjective criteria hard and #Person2# advises #Person1# to start with employees' self-assessments.
performance evaluation