Ask Meaningful Questions During the Staff Evaluation Process

When thinking of the staff or employee evaluation process, many of us think of it as a sort of "report card"'"if we are the one being evaluated, we expect that we will be told what we do well and what we need to work on; if we are the one conducting the evaluation, we might feel like a teacher who is offering a grade for a person's work performance. The evaluation process can be so much more useful, however, if used as an opportunity to touch base, reorganize and develop a work plan, and share questions about the work process.

Meaningful questions are a key way of creating an open dialogue during the staff or employee evaluation process. As the person conducting the evaluation, you can ask questions such as: How has the job changed for you since you started? Or Are there specific things management can do to make things run smoother in your department? Instead of simply comparing the job description tasks with the employee's output, discuss particulars of the job and ask questions about discrepancies in what is on paper and what it actually takes to get the job done.

As the person who is being evaluated, use the opportunity NOT to whine about everything that is wrong with the company or your department, but to ask questions that can help you do a better job. Clarify the expectations of the position, ask questions about the future direction of the company or the department, and even consider asking the supervisor if there are changes he or she would like to see you make in order to do a more effective and efficient job.

While the evaluation process for employees and staff may have some regulation or policy dictating the process, it is possible to personalize the meeting and make it more tailored to improving overall productivity and employee relations. Instead of asking pat questions or saying what you think is expected, ask meaningful questions that will help improve morale and productivity.