Have You Tried Using a Goal-Oriented Performance Evaluation?

Updated: Mar 3, 2020



It's no secret that managers in all different fields struggle with the process of evaluating employee performance.

The point of a goal-oriented evaluation is not to focus on the fact that the employee is often tardy or doesn’t complete assignments on time – those things should be initially dealt with outside of this process. Remember the old adage “No new news at the performance evaluation.” Although performance issues can be added to #3 question below as goals, the true idea is to dig under performance issues to get to the root of the problem and see if it's possible that the employee is dissatisfied, overwhelmed or under-challenged.

I typically use this form 90 days after hire, then at the one year mark, then every 6 months thereafter. Evaluating this much is very time-consuming (I usually spend about an hour with the employee), but you might be surprised in what BIG dividends it pays.

Called “Five Questions”, the employee completes the self-evaluation, submits it to the manager, then together they meet to discuss, evaluate and add to it during the interview.

Here are the questions:

  1. What goals did you accomplish since your last evaluation (or hire)?