The primary responsibility of each Supervisor to those who report to them is to help their direct reports understand where and how well they contribute to business results.  Failure to evaluate and discuss the quality of job contribution means an employee must figure out for themselves whether the hours they put in each day, week, and month are contributing to company sales and profitability or not.

Just as a student corrective action is applied when a student earns failing grades, corrective action is needed with employees who fail to contribute to company success through the work they are paid to perform.  Use the BusinessCPR™ Contributions Evaluation Form to help your employees see where and how well they contribute to business results.

Four steps to preparing the contributions evaluation form

1. The first step in preparing the evaluation form begins with the Supervisor reviewing the employee’s Job Description, previous evaluations, and any other performance records.
2. The Supervisor then carefully assesses the employee’s contribution during the review period. The rating is noted by circling the appropriate number on the evaluation form.
3. The completed form is set aside for a day or two to allow time for more reflection. This is key to providing each employee with relevant evaluations that help them contribute more to the success of your business.
4. Update the evaluation form as needed and schedule an optimum time for the performance evaluation.

Ten keys to having a positive employee evaluation that positions your employee for improved results

1. Introduce the purpose of an employee evaluation.  Point out that this is intended to be a positive conversation and that they are not in trouble.  Remember, you want to help them, so tell them why you believe in them.  If this is not true, then you should be using the progressive discipline process.
2. Ask them what they heard to make sure they know your intention for the evaluation.
3. Walk them through the process you went through in preparing their performance evaluation and how you interpret the rating scale from 5 through 0.  Ask them if they have any questions.
4. Give them a copy of your performance evaluation, telling them that you will go section by section through the evaluation.  The intent is to discuss your evaluation of their performance and to listen to their view of your ratings.  Should the employee not agree with your rating, stop and discuss what’s working and what’s not for you in their performance.  The goal is to agree on what they are prepared to do differently to improve their performance, not debate individual ratings.
5. Show them their total rating and ask what’s standing out to them.  If you agree with their conclusion, move to the next step.  If you disagree, discuss what you see differently, then repeat this step again until you believe they have heard what you see in their performance.
6. Provide the employee with a copy of your Summary Comments discussing them as you see best.
7. Give the employee time to note their comments in the space provided.  It’s OK if you give them time to reflect and return should you think it is in their best interest to have time to reflect and respond.
8. As they note their comments on your copy of the evaluation form, note any additional comments you feel need recording based on the evaluation conversation, then discuss with the employee.
9. Once you have the employee’s comments, have them sign the evaluation form next to your signature.
10. Provide the employee with a copy of their completed contributions evaluation and file your copy in their employee file.  Make sure you note any promised follow-up and complete it as promised.

On the following pages is the generic contributions evaluation form, ready for your use.

We are here to help …

Click here to download the BusinessCPR™ Contributions Management form.  Should you have questions about putting this form to use to improve sales and profits, email help@business-cpr.com to schedule a time to speak with one of our certified BusinessCPR™  Business Coaches to get your questions answered.