Also, an employee may score well on Looney’s current appraisal, but his or her attitude may be very poor and may cause the individual to become difficult to work alongside within the company. The simplification of Looney’s performance appraisal has definitely saved time, but has left out these key areas that can properly evaluate the employee’s performance and value within the company.
After the criteria for work ethic, attitude and perhaps the individual’s ability to work with others in a team are added to this performance appraisal, Looney has a difficult task of explaining the appraisal to his employees and motivating them to perform better. Each employee should receive a copy of the evaluation appraisal and meet with Looney individually to go over the final evaluations. Areas of strength should be emphasized, while any areas of opportunity where the individual can improve should be discussed as well. It is important that no employee leaves the meeting without having a complete understanding of their strengths, areas of opportunity and how to improve in all areas. The manager should work with the employee to create a plan to improve performance. If the employee appears to lack motivation, it may be best to explain how the evaluations are used to increase compensation or find another motivating factor that could be used to positively influence the employees’ behaviors. These key actions should be taken to increase performance and to gain the best results from the evaluation