Performance Appraisals – Customer Service/Sales Manager/Administrative Manager, Supervisor/Team Leader and Partner

IT IS A FINE THING TO HAVE ABILITY, BUT THE ABILITY TO DISCOVER ABILITY IN OTHERS IS THE TRUE TEST

Elbert Hubbard

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AND LET US NOT LOSE HEART IN DOING GOOD, FOR IN DUE TIME WE SHALL REAP IF WE DO NOT GROW WEARY

Galatians 6:9

KEY FACTOR:

It is a fact that you really do get what you pay for. We say this all of the time to our external clients. Why are we not applying this to our internal clients? As an employee becomes experienced and more valuable they deserve more money. This is a fact. The consequences of not facing up to this fact is that your good employees will leave without making more money each year. Wouldn’t you? Hiring for a lifetime does have obligations on an owner’s part. If you forget about those long term obligations your great employees will forget about you and leave for a company that appreciates their added expertise.

ACTION ITEM:

Put together a performance appraisal that covers all aspects of your employee’s responsibilities. This review should be objective and filled with detail. An example of one of the areas that should be covered in a review is below

• MEETING MAJOR JOB RESPONSIBILITIES
What is the average volume of paid customer hours during review period? 5 4 3 2 1 0__________
How is efficiency of team based on efficiency rate during review period? 5 4 3 2 1 0_______________
How is quality of work based on quality cancels during review period? 5 4 3 2 1 0_________________
How effectively does team leader control costs due to breakage and damage? 5 4 3 2 1 0____________
Category ranking_________
IMPLEMENTATION PROCESS:

Frequency of review dates should be published in your employee handbook. Many companies give a review (either performance or performance/merit) after 90 days of employment and then annually thereafter. The review should be completed by the direct supervisor/manager and then signed off on by the next higher report. Reviews should be performed behind closed doors and given by a manager with the direct report person also in the room. If you are ever late on a review you must pay retro pay for hours not paid at the rate of earned pay.

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