Performance Evaluations: Eliminate the Stress Before It Takes a Bite Out of Your Bottom Line


Whether you’re a business owner, a supervisor or manager, more than likely you have people who report to you and look to you for leadership, direction and continuous communication on what is expected on the job. One very effective and common method of maintaining a healthy dialogue between employees and their supervisors/managers is a performance evaluation conducted by you and each employee you oversee on a one-on-one basis at least once a year but hopefully two or more times a year. Employees often become anxious prior to such a performance evaluation.

Generally, emotions such as anxiety and stress come from past negative experiences or by fear of the unknown. And if you are in charge of communicating to these employees, it is your responsibility to significantly reduce, or better yet eliminate employee stress and anxiety through clear communication between you and each staff member you oversee on a regular basis. Otherwise, employee stress and anxiety can negatively impact the quality of products and services your company produces. And if all you can serve is lower quality products, expect to see your hearty bottom line dwindle away before your eyes.

To Eliminate Stress & Anxiety: Communicate. Communicate. Communicate.
Management has the ability to maintain and even improve the quality of products and services produced by informing employees about the following areas of business that are relevant to employees’ daily work and overall employment with the company:
-Business goals
-Significant company milestones
-New business victories
-Ongoing customer feedback
-Continuous employee performance communication

Sad But True Examples of Poor Communication:
1) An ad agency going through some growth spurts was building its new business database while also continuing to offer quality service to its current client base. The owner of the company was very pleased to share several testimonials from current satisfied customers. However, when I asked one of the company’s art directors what a client thought about some work she had recently completed, she said she had no idea. She told me she never knew what the clients said. It was just her job to design.

2) Working on a global internal communications campaign, I was privy to sales figures and heard directly from top management that overall, the continued growth in sales in certain product categories was making a meaningful difference to the company’s bottom line. So, when I met with a few hundred employees responsible for the quality of the product produced, I was floored when not one of these employees knew what exactly the products did, what companies purchased the products and who the end users were. Amazingly, the products improved the quality of life in millions of people’s lives.

Click here to provide your senior management team with a course on:
Effective Communication: From Business Goals to Employee Evaluations