Your employees are your company. If you don’t take care of them, you’ll end up with: 1) a failing company full of uninspired people, or 2) a vacant parking lot. Taking genuine care of people means identifying and unblocking their problems, celebrating their successes, and asking what they’d like to achieve in the future. Basically—having a meaningful conversation. When you turn this conversation into a clear, documented action plan, progress becomes easier to review. Employees and managers then commit to achieving goals together.
A good employee evaluation should include questions for self-reflection. You want to get an idea of how they see themselves. A self evaluation form before the joint evaluation can pave the way for this. Second, it should give the employee an opportunity to give constructive feedback—make sure your culture supports this, otherwise you’ll get dishonest or incomplete answers. And finally, ask open-ended questions that reveal 1) What would you do differently if you were in charge, and 2) What’s the single biggest challenge you’re facing in your work right now—that should give you something to use going forward.
Employees get blocked from reaching their full potential by systems, processes, resources, personal health, or the work environment. Like an expert plumber, your job is to unblock those things. But like a plumber, you can’t start work until you know where the problem lies. Ask for feedback during the employee review. That goes for every question. If “productivity” is a weakness, ask why. The answer might reveal a problem that affects others in the company. Consider the tool an action plan for both the manager and the employee—hold yourself accountable by holding informal reviews on a regular basis. Collaboration builds trust.
Typeform integrates with hundreds of apps—so it adapts to whatever workflow you’re comfy with. Hot on goal setting? Transfer responses from your employee review form to Google Sheets or Airtable. Start a database and review progress over time. If you’re looking to switch to a more visual format for future meetings, get all your data into a private Trello board. The final evaluation notes, scores, and goals should accurately reflect what was discussed in the meeting—with no surprises for the employee. Integrate via Zapier with a tool like MailChimp and forward the meeting record to the employee and relevant people in HR.