As the director, you need to ensure that you carry out routine performance evaluations to check the performance levels of your staff. This way, not only will your staff know that you are serious about their work but are also serious in ensuring that everyone is up to the mark when it comes to performing their respective duties.
With performance evaluation, your staff will receive valuable feedback that will highlight their strengths and weaknesses, allowing them to improve themselves. People respond to rewards and by knowing which staff members are performing at their best, you will be able to reward them accordingly. This also opens doors to communication, as you too will get to listen to your staff’s needs and concerns. They will feel like valued members and being heard is one of the best ways to help them realize it.
Another vital aspect of performance evaluations is that by knowing faults, you can tackle the issues before they get any worse. This will also help you avoid legal issues in the future, as you will be documenting all the staff’s evaluation. You will have a record to show in case of any legal action that your employee decides to take against you just because you’ve been a bit stern on improving their performance or if you’ve asked them to conduct themselves better when confronted in the future. A lot of employees try to play the discrimination card when they are about to be let go, but with a record of bad performance, you can show them they had solid reason to cancel their contract.
Before you start the performance evaluation analysis, you need to design a system that can actually conduct this test accurately. Not everyone is the same so you will have to come up with something that will put everyone on the same playing field. You need to set standards that apply across the board so no one has a clear upper hand over others.
With performance evaluation, you can set goals and standards for the long term so you have a broader image of how staff members performed. This way you will have a clear report of their weaknesses and strengths, allowing you to address these issues, and helping the staff member in turn to improve their performance when the time comes for the next evaluation.
By having a set of goals, your staff will know what is expected of them how they can work to achieve those goals. Having goals tailored for each staff member as per their responsibilities will be effective in ensuring that they adhere to perform at their very best. This type of evaluation will help you analyze every member of your staff, so you are always aware regarding their performance.
Keeping a quarterly track record of your employees is a good idea to monitor the performance levels at different stages of the year. Staff members who perform exceptionally will have their performance reviews, giving them the moral boost to keep on performing at their best. This will prompt others to up their game as well as they too will work harder and perform better to receive a positive evaluation.
Giving the feedback personally will let your staff know how serious you are with these performance analyses. You will get the chance to converse with your staff members, hear them out about any concerns they might have as they are the ones who can provide the best input for you to better your after-school programs.
Providing performance reviews two times a year for every staff member will ensure that they are always aware of their performance being reviewed, as it takes into account their productivity and behavior as well. Keeping all the performance evaluations documented both physically and digitally, you will be able to keep a track record of any low performances or bad reviews a staff member received.
This valuable data will help you:
With this information, you will have a staff that is efficient and effective at carrying out their duties!
If you are interested in getting trained on creating systems and structures to develop your staff checkout our Director’s Lab Live.