Performance Evaluations – AwesomeBOSSES™

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Intro to Performance Evaluations

Performance Evals can help turn your most problematic employees into top producers – if your managers are properly trained how to do them the right way. In this program, Glenn shows you the simple but powerful and effective steps to make them work for your company.

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Are Performance Evals a Waste of Your Time?

If you’d rather have a root canal without anesthesia than do Performance Evals, you’re in good company. Managers describe it as their second most dreaded task (having to fire people is #1). But no matter how much you may hate doing them, you need to do them for seven very good reason.

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Why You Need Evaluator Cross Checks

Before you get into the mechanics of the evaluation, you first have to train the evaluator. The most important thing to train evaluators on is evaluator bias.

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How to Prevent Leniency Bias

Remember the classic Chevy Chase movie “Christmas Vacation”? In it, Clark Griswold expects a big year end bonus he plans on using to put in a pool. Instead, he gets a membership to the Jelly of the Month Club, so his brother-in-law kidnaps his boss. In this lesson, Glenn explains how this can affect you when you’re doing performance evaluations.

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How to Choose the Right Evaluation Form

In this lesson, Glenn reviews the five basic types of performance evaluations, and how to choose the best one for your company.

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How to Prevent a Recency Bias

Sometimes the bias has nothing to do with leniency or severity, but just how recent certain events have occurred, In this lesson, Glenn explains how to avoid Recency Bias when doing performance evaluations.

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How to Prevent a Severity Bias

Sometimes managers unintentionally give employees lower scores than they deserve. In this lesson, Glenn explains the three most common reason for Severity Biases, and how to avoid them when doing performance evaluations..

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How to Prevent a Central Tendency

Sometimes managers try so hard to avoid being too lenient or too critical that they give everyone average scores. While this is easier for the manager, it does a huge disservice to the employee, and to the company. In this lesson, Glenn explains how to avoid a Central Tendency when doing performance evaluations.

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How to Choose the Right Scale

This lesson dives in deeper to the actual performance evaluation form, as Glenn explains why using a scale of 1 to 5 could be a big mistake.

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Administering the Performance Evaluation

In this lesson, Glenn walks you through the actual process of administering the performance evaluation to your employee after you’ve calculated their scores.

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How to Prevent a Length of Service Bias

There is an assumption that the longer someone has been with your company, the more valuable they are to your company. While that should be the case, it isn’t always the reality. In this lesson, Glenn explains how to avoid a Length of Service Bias when doing performance evaluations.

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How Often Do You Really Need to Do Them?

Once a year isn’t enough, but it’s not about the actual time frame. In this lesson, Glenn explains why “midterm” evals with no money attached are so important.

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Conclusion

This program won’t make you the world’s leading expert on performance evaluations. But if you made it this far, you’ll be more qualified than 90% of all the managers in the world.

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Done right, a performance review is one of the best opportunities to encourage and support high performers and constructively improve your middle and lower tier performers.

Leaders set high standards. Refuse to tolerate mediocrity or poor performance.

Where performance is measured, performance improves.