In order to face the soaring competition at business front many organizations are now focusing on improving their employee’s engagement and performance by deploying effective Employee Performance Management strategies in their business objectives. Employee Performance Management is a method by which organizations can build a shared workforce strategic plan by effectively aligning the organizational objectives with the employees agreed measures, skills, abilities, development plans and the delivery of results at an organization standard level.

The main emphasis on Employee Performance Management is for the improvement, learning and development of the employees in order to achieve the overall goals of the organization by creating a high performance workforce. There are many measures and plans that can be implemented in order to get an improved employee performance on the whole. Employee Evaluation is one among such tool that can drive the overall employee performance in the company.

Employee Evaluation is the process by which the employers can review the job performance of an employee or their entire workforce. These evaluations will provide quantitative measurements essential for a production oriented work environment to the organizational leaders for the improvement in the work front. However, for setting up a successful employee evaluation program a solid review schedule is needed. All the organizations must plan when the evaluations will take place and how frequently they must be administered to the crew. Many companies opt for a yearly evaluating process while some go for monthly or mid yearly schedule.

Nonetheless, all these Employee Evaluation processes are designed for achieving the same results. But different companies can set up different plans and patterns to carry out these evaluations. Some of the general questions that an employer asks during this evaluation process to get the employee's perspective about the job and company are as follows:

• What changes would you like to bring in your work environment?

• What will make your work more meaningful and satisfying?

• What is your greatest challenge or roadblock?

• Do you feel like a valuable contributor to the company?

• What de-motivates you?

• What support do you need to be more effective and productive?

• How do you like to be recognized, acknowledged and rewarded for a job well done?

What conditions would cause you to seek employment elsewhere?
• What changes you would like to bring in companies overall strategies and plans if given a chance?

• What will you rate yourself out of 10?
However the pros and cons of asking these questions are one and the same. These questions can reveal an employer with something that is fundamentally wrong and that could be affecting other employees, as well. Employers can take effective measures to correct the areas to improve the engagement of their crew as well as improve the plans and strategies in the company that led to sure success. With indications of flaw areas they can provide needed trainings ad coaching’s to the employees for their betterments and also to increase productivity which will finally yield a profit for the organization.

Certainly, employers are not the only ones that can benefit from such evaluations but also the employees do get their profit. These will provide each employee with an assessment of how they think they are doing their jobs which can be essential for their healthy growth. But some employees do have concerns about such evaluations too. Nevertheless, the positive or negative reaction depends upon the individual perception of the feedback and thinking. Implementing such Employee Performance Management strategies in the management plans can help both the employees and employers get their own benefits and performance growth. Learn more at

Author's Bio: 

Pat Bell is an HR Advisor with Bullseye Evaluations. BullsEyeEvaluation offers Employee Evaluation , Employee Performance Management