Manager evaluation of employee performance is one of the most definitive factors in determining employee wage, future performance, and overall employee satisfaction. What employees learn and take from these evaluations, will directly affect their daily thoughts and actions. With this in mind, it is important to understand the purpose of employee evaluations, as well as the correct procedure for conducting them.
1. Recognize, Validate, Appreciate employee's overall positive work performance.
2. Analyze and educate employee on area's of weakness and possible solutions.
3. Help employee understand the benefits of improving performance.
a. Increased Team Production = Increase Bonus Pool = Increasing Pull.
b. Improved Performance = Increased Share = Increased GBR (Merit Program)
4. Provide employee an opportunity to create and implement a Performance Improvement Plan.
1. Striving for progression and improvement should be every employees goal.
2. Managers should encourage all employee's to implement improvement plans, although it is not required.
Evaluations are a professional and important part of success and recognition here at Sprout. Managers are able to evaluate and see a large part of employee performance as they work with team members throughout each quarter, however, Managers hold certain blind spots when it comes to performance reviews. Management can recognize employees for big accomplishments, end results, and overall work ethic, but awareness to daily operations and minute details may become blurred, as their duties are spread across team members and to other areas of the warehouse.
Individual team members attain valuable insight into the individual growth, small success, and perhaps vital weaknesses that their peers may hold. This insight comes from daily contact, side by side work, and personalized long term relationships. Team members might be aware of some successes, behaviors, issues, and other details of employee work that Managers may not be present for.
Peer-to-peer feedback builds a culture of open communication between all parties, involving feedback, accountability, and recognition.
To be eligible for First Evaluation after initial hire: Employee must receive formal training in all of the following Roles; including and up to the specific level of training listed for each Role:
Trainer Role Type Training Level
HR Employee Complete
PLM Finishing Milestone 1
PLM Production Foundation Milestone 2
PLM Processor Milestone 2
PLM Pairing & Kitting Milestone 3
Upon completion of foundation criteria, PLM should inform HR of achieved training levels so that FIRST EVALUATION can be initialized immediately.