Choosing The Best HR Service Provider Checklist – No Form

Your search for the best HR service provider starts here.

Choosing the right HR service provider for your business doesn't have to be all guesswork. Download the checklist below to help you as you evaluate your options.

Aren’t HR Companies All The Same?

 

Choosing the best HR service provider can prove to be a difficult task. Some people may think, “What’s the big deal? They all do the same thing, right?”.

Well, not quite.

All PEOs offer different services in different ways. Many PEOs even offer HR services that others do not. Because of the varying levels of services that are offered, choosing the best HR service provider is a task that needs to be approached carefully and armed with the tools necessary to make the right decision. We understand that choosing the best HR service provider for your business isn’t just time consuming: it’s a matter of utmost importance. After all, you’re paying good money and entrusting them with the wellbeing and management of your employees—you want to be certain you’re choosing the best HR service provider out there. That’s why we’ve created a quick checklist to help support you in the decisionmaking process.

What the Checklist Includes

 

Our checklist for choosing the best HR service provider is broken into four main categories:

      1. Human Resources
      2. Benefits
      3. Payroll
      4. Business Compliance

Within each category, we’ve provided features that you can mark as “must have” or “nice to have”, depending on your business’s unique needs. Ultimately, the best HR service provider for your business should offer a balance of what support you need right now, where you’d like to grow in the future as a company, and what you can realistically afford.

It’s important to keep in mind that you don’t always need everything— you only need what’s going to help your business thrive. In some cases, additional services can be costly and unnecessary. For example, you may need help with HR, payroll, and benefits admin, but not help with talent management or recruiting if you already have an in-house recruiter on staff.

Choosing the Best HR Service Provider FAQs

 

The checklist we’ve created is a fantastic free tool for you to use as you shop around for the top HR service providers in your price range, but we know there are a lot of questions that still need to be answered when it comes to choosing the best one.

To supplement the checklist, we’ve also provided answers to six of the most frequently asked questions (FAQs) from business owners that are considering working with a PEO. The questions range from “Does this solution fit my budget?” to “How does a PEO differ from a standard HR provider?”—and everything in between.

Read the FAQs here.

There’s a lot to process here, and it’s perfectly okay to have even more questions about choosing the best HR service provider for your company. As experts in the PEO industry, we’re always here as a resource to help answer any difficult questions you might have along the way. Feel free to reach out to us directly or schedule an HR Diagnostic to get all of your questions answered by an expert.

How Else Can VensureHR Help Your Business?

 

When it comes to choosing the right HR service provider, it’s hard to just compare numbers on a page. Every business is different, and sometimes you need to ask complex questions that a search engine just can’t answer—that’s why we recommend setting up a free HR Diagnostic with one of our HR experts.

This comprehensive assessment gives you the opportunity to ask us those tough questions, identify specific pain points for your company, and get a sense of where you’ll need an HR provider to help out. After the diagnostic, you’ll also receive an overview of some HR solutions tailored to your business to take home or even use as a reference as you shop around.

During your search, keep in mind that your business is unique, and it needs to be treated as such. The company you choose to work with shouldn’t take a cookie cutter approach to serving your business. A good HR provider should cater to your needs, and not the other way around. So, you need to ask, “Would I work with a PEO that uses a one-size-fits-all approach?”

The answer is – you wouldn’t.

That’s why we like to hang our hat on our diagnostic approach to HR. Not only does it allow us to discuss and identify your specific HR needs, but it also allows you to think critically about what matters most in terms of supporting employees and the value that a proactive, responsive partnership brings to the table.

Choosing the best HR service provider for your business can be an arduous process, but armed with this checklist you’ll be ready to make the right decision for your business. If you have any questions, remember that we’re happy to help at any stage of your decision-making process.

 

Download the Checklist Now.

 

Employee Evaluation Form Template

Free Template

Employee Evaluation Form

Consistency is the key to effective performance reviews. However, regular reviews can be hard to schedule and even harder to standardize. Systematize your employee reviews with our free employee evaluation form template. 

000-VES_ENGAGEMENT_HR_ACCESS-REQUESTS_Employee-Evaluation-Form-Template

Make employee evaluations more productive.

Periodic employee evaluations are crucial to the growth of your employees and your business—employees have the opportunity to improve and feel heard, and managers have the opportunity to give direction. Unfortunately, setting up a consistent review format can be time consuming and a bit of a headache. To assist you, we’re providing a free and easy-to-understand Employee Evaluation Template. Use it for conducting reviews for any department, role, and frequency you prefer. Download our Employee Evaluation Template for free today and start getting the most from your employees.

A Free Employee Evaluation Form for the Busiest Managers

Whether they’re conducted monthly, quarterly, bi-annually, or annually, employee evaluations can be critical to the success of your business. However, we know that they can be difficult to put together, challenging to find the time for, and very uncomfortable in some circumstances.

To help you overcome the challenges that arise with employee evaluations, we’ve created a free employee evaluation form to use as a guide to successfully conduct your reviews.

The great thing about our employee evaluation form is that it can be implemented no matter how frequently you conduct reviews and it’s simple to understand. It was specifically designed to help you conduct employee reviews utilizing a consistent and documented process.

What’s Included in the Performance Evaluation Template?

The employee evaluation form was designed with simplicity in mind. Within this template we ask you two rate each employee on 10 categories with three possible ratings—below expectation, meets expectation, or below expectation. The 10 categories that are feature in the employee evaluation for are:

      1. Productivity
      2. Proficiency
      3. Communication
      4. Attitude
      5. Accountability
      6. Leadership
      7. Professional/Personal Skills and Development
      8. Adaptability
      9. Attendance
      10. Innovation

Throughout the employee evaluation form we also explain what each of these categories represents so you don’t need to try and interpret them on your own. Furthermore, each section also leaves room for you to input an employee’s strengths and where you may see opportunity for them to grow.

You’ll also find that we provide room for you to keep track of your employees’ progress each quarter.

Tips for Employee Performance Evaluations

The employee evaluation form is a fantastic tool that is sure to help guide you along the review process. However, evaluations are so much more than just checking boxes so we’ve listed some of our favorite tips for planning and conducting employee reviews.

    1. Compare Strengths and Weaknesses

While it may be easy to point out many of an employee’s failures or accomplishments, it’s important to remember this when filling out the employee evaluation form: an employee won’t be able to grow and push forward if you are only focused solely on one aspect of their work without taking the others into account.

    1. Give adequate notice to an employee before their evaluation.

Employee evaluations can be stressful for you and the employee. If you want the most positive outcome from the evaluation, you need to give your employee adequate time to prepare. This is even more true if the employee is being asked to participate by evaluating themselves or their superiors.

    1. Be honest and direct.

When you are filling out the employee evaluation form, don’t be afraid to hold back when it comes to feedback—don’t be afraid to praise someone either. The only way you are going to get what you want to out of the evaluation is if you explain how you truly view things. Nothing will change if you pretend like everything is perfect the way it is.

    1. Allow time for engagement.

The employee evaluation form is great for reviewing your employees during a given time period, but you still need to allow them to respond to their evaluation. By doing so, you can provide validation that your employees’ voices are heard and they matter. You’ll also be able to gain valuable insights as to what may be working or not working for the employee.

    1. Provide constructive feedback and set goals.

There is no point to an employee evaluation if the employee doesn’t receive direction as to how they can make positive changes. If an employee is doing something consistently incorrect, set a goal for them to make the necessary adjustments for success.

Why Employee Evaluations are Important

By now, you may already be able to see the importance of employee evaluations. We know just how important they are and that’s exactly why we provided you with an incredible, free resource in the form of the employee evaluation form.

However, there are so many other free tools we can provide other than this template. While it is important to evaluate your employees’ performance, it’s also important to gauge their level of burnout. It’ll also be worthwhile to provide them with great retirement plans and retirement plan information so they don’t need to stress about the future.

Thank you again for downloading our employee evaluation form. We hope this free tool and all of our others are of great use to you and your business.

Cannabis In the Workplace: FAQs For Employers

a woman sits in her workplace with a jar of cannabis on her desk

Did you know that 18 states, Washington, DC, and Guam (a U.S. territory) have legalized recreational marijuana for adults 21 years old and over—and 37 states have legalized medical marijuana in the course of the past decade? With an increasing number of states expanding and revising marijuana laws, employers are asking more questions about cannabis in the workplace—and rightfully so. Although the use of cannabis is becoming more widely legalized, the regulations are different in each state. Let’s not forget that it still is not federally legalized, which is cause for more questioning.

Here are some of the most frequently asked questions about cannabis in the workplace.

Q: May I drug test for marijuana?

A: While there are no restrictions on drug testing for marijuana, there are some state marijuana laws that limit disciplinary action an employer may take if an employee is abiding by those laws.

Q: How is marijuana legal under some state legislation, but illegal under federal law? Which should I follow?

A: The general rule of thumb is that federal law overrules state law. Under federal law, marijuana is categorized as a Schedule I controlled substance under the Controlled Substances Act (CSA). Nevertheless, 37 states and the District of Columbia have legalized medical marijuana and 18 of those states have also legalized recreational use.

However, the Department of Transportation (DOT) regulations highlight disciplinary action that must be taken if an employee tests positive for cannabis in the workplace, including a positive result in a recreationally/medically legal state. Employers covered by the DOT regulations must drug test for THC and remove workers performing specified safety sensitive duties and responsibilities if they produce a positive test result. While some states limit or prohibit an employer’s right to deny or terminate employment based on a positive result, employers covered by DOT regulations must apply those regulations regardless of state laws.

Q: If my state has legalized medical and/or recreational marijuana use, can I still drug test for it?

A:Yes, under federal law, there are specific roles that require workers to undergo drug testing, such as commercial vehicle operators. For more information on federal guidelines on medical marijuana use, click here.

Even outside of safety-sensitive roles, employers are permitted to drug test for marijuana. In states where marijuana is legal, employers must establish clear cannabis in the workplace policies highlighting when employees will be tested, identify which substances will be vetted for, who will conduct the test, and timeframe for testing.

Q: Am I allowed to implement a zero-tolerance policy even if my state has legalized marijuana?

A: Yes. Employers are not required to permit marijuana in the workplace or outside of work, regardless of state law permission. State laws regarding employer rights to discipline employees may vary. For example, Colorado has legalized recreational marijuana, but allows employers to terminate workers who test positive for marijuana regardless of when the employee used it.

However, some industry experts caution employers that implementing a zero-tolerance policy may impact recruiting and hiring, as an estimated one in eight Americans uses marijuana.

Q: If my company is based in and operates out of one state, but I have a contractor in another state, which state law is applicable regarding marijuana use?

A: Typically, state law applies where employees work and live. For example, a company headquartered in Arizona with business operations in Florida would have workers in Florida follow Florida law. However, if you have an employee that resides in Arizona, but travels to Florida, Arizona law would apply. If the company were to hire workers for a business project in Georgia, Georgia state law would apply.

Employment and labor laws are complex and often difficult to understand. While a professional employer organization (PEO) may not be permitted to provide legal advice, they are able to help businesses maintain compliance. For example, if a state were to revise or implement a new marijuana regulation, a PEO like VensureHR would notify clients with all the information they need to know, such as the details of the legislation in layman’s terms, what employers should do, and any additional resources.

With cannabis becoming more prominent than ever before, it’s important to have answers when your employees have questions about cannabis in the workplace. As time goes on, new regulations will arise – you must be continuously educated about cannabis in the workplace.

If you have more questions about cannabis, or to learn more about alleviating human resources administration and maintain HR compliance, contact VensureHR today.

Choosing The Best HR Service Provider Checklist

Your search for the best HR service provider starts here.

Choosing the right HR service provider for your business doesn't have to be all guesswork. Download the checklist by filling out the form below.

000-VES_ENGAGEMENT_HR_ACCESS-REQUESTS_Choosing-HR-Provider-Checklist

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By submitting this form, you accept VensureHR’s Privacy Policy. We do not share or sell personal information collected on the site with any third parties for their own marketing purposes.

Aren’t HR Companies All The Same?

 

Choosing the best HR service provider can prove to be a difficult task. Some people may think, “What’s the big deal? They all do the same thing, right?”.

Well, not quite.

All PEOs offer different services in different ways. Many PEOs even offer HR services that others do not. Because of the varying levels of services that are offered, choosing the best HR service provider is a task that needs to be approached carefully and armed with the tools necessary to make the right decision. We understand that choosing the best HR service provider for your business isn’t just time consuming: it’s a matter of utmost importance. After all, you’re paying good money and entrusting them with the wellbeing and management of your employees—you want to be certain you’re choosing the best HR service provider out there. That’s why we’ve created a quick checklist to help support you in the decisionmaking process.

What the Checklist Includes

 

Our checklist for choosing the best HR service provider is broken into four main categories:

      1. Human Resources
      2. Benefits
      3. Payroll
      4. Business Compliance

Within each category, we’ve provided features that you can mark as “must have” or “nice to have”, depending on your business’s unique needs. Ultimately, the best HR service provider for your business should offer a balance of what support you need right now, where you’d like to grow in the future as a company, and what you can realistically afford.

It’s important to keep in mind that you don’t always need everything— you only need what’s going to help your business thrive. In some cases, additional services can be costly and unnecessary. For example, you may need help with HR, payroll, and benefits admin, but not help with talent management or recruiting if you already have an in-house recruiter on staff.

Choosing the Best HR Service Provider FAQs

 

The checklist we’ve created is a fantastic free tool for you to use as you shop around for the top HR service providers in your price range, but we know there are a lot of questions that still need to be answered when it comes to choosing the best one.

To supplement the checklist, we’ve also provided answers to six of the most frequently asked questions (FAQs) from business owners that are considering working with a PEO. The questions range from “Does this solution fit my budget?” to “How does a PEO differ from a standard HR provider?”—and everything in between.

Read the FAQs here.

There’s a lot to process here, and it’s perfectly okay to have even more questions about choosing the best HR service provider for your company. As experts in the PEO industry, we’re always here as a resource to help answer any difficult questions you might have along the way. Feel free to reach out to us directly or schedule an HR Diagnostic to get all of your questions answered by an expert.

How Else Can VensureHR Help Your Business?

 

When it comes to choosing the right HR service provider, it’s hard to just compare numbers on a page. Every business is different, and sometimes you need to ask complex questions that a search engine just can’t answer—that’s why we recommend setting up a free HR Diagnostic with one of our HR experts.

This comprehensive assessment gives you the opportunity to ask us those tough questions, identify specific pain points for your company, and get a sense of where you’ll need an HR provider to help out. After the diagnostic, you’ll also receive an overview of some HR solutions tailored to your business to take home or even use as a reference as you shop around.

During your search, keep in mind that your business is unique, and it needs to be treated as such. The company you choose to work with shouldn’t take a cookie cutter approach to serving your business. A good HR provider should cater to your needs, and not the other way around. So, you need to ask, “Would I work with a PEO that uses a one-size-fits-all approach?”

The answer is – you wouldn’t.

That’s why we like to hang our hat on our diagnostic approach to HR. Not only does it allow us to discuss and identify your specific HR needs, but it also allows you to think critically about what matters most in terms of supporting employees and the value that a proactive, responsive partnership brings to the table.

Choosing the best HR service provider for your business can be an arduous process, but armed with this checklist you’ll be ready to make the right decision for your business. If you have any questions, remember that we’re happy to help at any stage of your decision-making process.

 

Download the Checklist Now.

 

Technology Trends and the Future of HR

Man Wearing VR Headset

Technology is improving at a rapid pace, even for businesses. In 2018, HR saw the rise of wellness-focused applications, an increase in platforms migrating to the cloud, and data leaning more toward helping business owners understand how dollars have a direct impact to business goals through people analytics. Businesses started to experience even smarter and more integrated applications that aimed to help users make even better decisions.

 

More technology is being developed to further assist employers in better managing their employees by improving retention rates and integrating unique solutions that support employee wellness, growth, and optimal work environment.

 

Early 2019 introduced a business savvy virtual reality experience that allowed employers to introduce employees to real-world scenarios through simulations, without any real-world risk. Consider your risk management and workers’ compensation training where employees are able to assess a real-life scenario in a simulated setting. The basis of this type of learning or training is that these real-world tasks can be combined with a virtual demonstration. Employees gain hands-on experience, which can directly translate into their day-to-day life.

 

More businesses were integrating programs to aid in continuous learning and development through on-the-job programs. These educational opportunities, however, may be more centered on soft skills, including good communication, sales negotiation, and time management. Primarily focused on employees on-the-job skills, organizations have adopted more interactive learning and development programs to help management understand which employees are committed to growing their career with their current company, where other employees can improve, and which employees need more than a helping hand in their role.

 

Recruiting has also seen its fair share of technology advancements. Talent acquisition, for example, is now focused on wowing the applicants through a totally immersive recruiting experience. This means asking your HR team to blend traditional onboarding practices with virtual aspects. From video sharing interviews to recorded answers to interview questions, the entire recruiting process is being transformed to one that is digital.

 

There is more to technology than a mediocre app or single-use platform. Today, employers are looking for increased efficiency, user-friendly applications, and software or tools that can grow at the same rate as the business. For many businesses, their focus is on upgrading their existing human capital management or human resources system.

 

Vensure’s Vfficient cloud-based, client-centered solution is designed to manage payroll, human resources, and benefits administration from a single, intuitive platform. Contact Vensure to learn how you can eliminate more than one of your existing systems while allowing users to manage business-critical tasks quickly and easily through our streamlined anytime, anywhere portal access.

Tips to Managing Regulatory Compliance Changes

Proper Filing Is Part of Regulatory Compliance

Businesses across all industries have a variety of compliance regulations to which they must adhere. These complex regulations can influence business areas of employee benefits, including the Department of Labor (DOL), Consolidated Omnibus Budget Reconciliation Act (COBRA), and Family and Medical Leave Act (FMLA), among others. For example, over the past few years, the DOL has increased enforcement of federal laws, while COBRA is considered one of the most vital HR responsibilities.

 

To stay abreast of seemingly constant updates here are three tips to proactively and effectively manage regulatory compliance changes:

 

  1. Establish a compliance framework from which company operations stem. This framework, once implemented, will stabilize the compliance change and update process. Memorialize the process by documenting critical compliance needs from each of the affected departments. Each department may have different needs. Keeping these all in one public location will help to ensure requirements are minimalized or eliminated. After each of the compliance areas has been identified, create a map of how the changes are implemented, who is responsible for what, and if a rollout or communication is needed, that process would also be outlined here.

 

  1. Identify the primary products, services, or areas of operation where compliance changes will occur the most frequently. These are the practical business areas where departments will be focused on updating technology, manuals, training, policies, procedures, documents, etc. A strategic plan should be put in place for getting these updates or changes incorporated into the established business practices as quickly as possible to ensure compliance across all departments.

 

  1. Regular audits will identify any gaps. Gaps are inevitable, unfortunately, even with the best planning—sometimes things just get overlooked. While an infrequent occurrence, the best way to prevent multiple issues is to not only regularly monitor the regulations and stay tuned-in to any changes or updates being released, but to perform an organizational audit. The audit should focus on training manuals, policies, procedures, documentation, or anywhere reporting issues may be a concern.

 

Regulatory updates are passed down through a PEO or HR services provider, like Vensure. Every industry has unique risks that need to be taken into account when creating and maintaining a safe workplace.  This includes OSHA safety standards and training, commercial transportation and driver/carrier forms, and workplace poster requirements.

 

Consider aligning updates or changes to regulatory requirements with organizational and operational activities. Designing foundational elements to establish standard compliance policies and business processes for all departments. Contact Vensure to learn more about offloading complicated regulatory paperwork and compliance issues.

A Realistic Approach to Employee Retention

Two Professionals Meeting At The Table

A staggering “83% of employers believe attracting and retaining talent” is one of the primary challenges for their recruiting and hiring teams.

 

For this reason, a realistic lens must be used when viewing or creating an employee retention strategy. As the lifespan of employees shortens, HR teams are faced with the challenge of turning employee retention from a dusty section in a procedures guide on the shelf to a real-world, best practice plan.

 

To take a realistic approach to employee retention, focus your energy and effort on the hiring process, conducting a regular pay analysis, and enabling growth and development within your organization.

 

Starting at the very beginning with the application, hiring process, and talent management, organizations who have been able to create and uphold realistic employee retention strategies are those where the leaders are creative and inspired, and the employees are motivated and feel valued. Ensure your hiring process includes the vetting of candidates in terms of whether they are a good fit culturally. Workplace culture, or the lack thereof, could be one of the primary factors behind higher attrition at your company.

 

Regular review of employee salaries and pay analysis is necessary to ensure you are paying employees within the industry standard, in addition to what is appropriate based on their skillset and responsibilities. Every organization differs in terms of amount, how positions are paid, and the responsibilities that make up each position. These are necessary elements when reviewing pay structure and roles. The end goal, however, is to pay employees fairly and keep them engaged and motivated.

 

Employees find growth and development to be a major factor in staying motivated and in showing professional progress toward their next career goal. Consider including opportunities for the adoption of new hard skills, the refinement of specific soft skills, job shadowing in complementary roles, or giving employees the ability to broaden their knowledge in an area of their choosing. Regardless of the method, it’s important that the organization supports the employees’ desire to achieve a goal and stay motivated.

 

Job satisfaction and employee engagement feed directly into employee retention. This, in addition to refining your existing hiring process, conducting a regular pay analysis, and enabling employee growth and development will all aid in improving employee retention, overall. Contact Vensure to learn how integrated HR technology can reduce employee turnover and accelerate organizational growth.

 

Pros and Cons of Telecommuting

Professional Telecommuting From Home In Casual Attire

Innovations in modern technology have allowed quality candidates to join organizations remotely, from any corner of the globe, and still feel connected to the business, their colleagues, and the company mission, vision, and values. In a rather quick amount of time, telecommuting and working remotely became the future of corporate America. But not all companies are on board.

 

Employers who found immediate benefits of telecommuting were those who experienced cost savings on parking and office space, relocation costs, and were able to retain their top talent who may have otherwise had to sever their employment due to other obligations or the need to work from a different location.

 

Telecommuting is shown to improve employee productivity, as it is “estimated that employers in the US lose $1.8 trillion a year in productivity” costs. Employees who work from home are subject to far fewer distractions that are commonplace in a traditional office. These employees are able to better structure their days for optimal productivity, all while promoting a healthy work/life balance.

 

Conversely, employers who are anti-remote work policies stand by their decision to opt-out of adding telecommuting policies. For example, employees who work from home have less one-on-one time with coworkers and managers, which can affect the employee’s ability to form a valuable synergy with the rest of the team and direct management.

 

Remote employees may require additional effort to ensure they feel like part of the team, including important projects or company-focused communications, and are not overlooked just because they are not physically in the office.

 

If your organization is looking to implement a telecommuting policy here are some items to consider.

 

Eligibility

Not all employees may be eligible for the telecommuting benefit. Candidates for telecommuting should not have a history of attendance issues or disciplinary action and should be considered dependable and have a comprehensive understanding of their role.

 

Job Duties

The employees eligible for or requesting a telecommuting position should be a top performer in their current role and in a solo capacity. It is also important that they are able to perform all aspects of their role from their remote location, as it is assumed the position requirements and responsibilities would not change.

 

Technology

Employees may be required to supplement some or all of the equipment needed in order to work remotely. If the organization is providing the equipment, it may become necessary to have the employee sign an acknowledgment verifying the equipment is the property of the organization and is only to be used to perform their required duties. In the event the employee leaves the organization, for any reason, all of the equipment should be returned in similar or better condition.

 

Telecommuting may not be the right addition for every company at this stage, however, it should be a regularly discussed topic. This trend is only becoming more popular, and there is no sign of slowing down when it comes to either hiring remote employees or having the company’s top performers request to move to a more flexible or remote location.

 

Regardless of whether your employees are in the office or working remotely, Vensure has the ability to implement industry-specific solutions to manage time and attendance. From robust scheduling and complex calculations to reporting and telepunch, we have the solution to fit your business needs. Contact Vensure to learn more about drag and drop scheduling, benefit accruals, or PTO and leave of absence request tracking.

 

 

 

Forbes: Benefits of Telecommuting for the Future of Work

 

 

Digital Time and Attendance

Digital time and attendance tracking are rapidly becoming a rapid need for businesses who are regularly clocking hours or asking employees to clock in and out. As your company continues to grow, managers will need the ability to submit expense reports on-the-go, enter expense details, or upload receipt images directly from a smart device.

 

Modern companies require a partner familiar with the industry and capable of providing the tools you need to operate more efficiently. As the nation’s fastest-growing partner in payroll, human resources, benefits, risk management, and workers’ compensation, Vensure is equipped to handle all of your HR services and back-office administration needs. Let us design a flexible and economical solution to meet your time and attendance needs. Learn more about Vensure today.

Building a Stronger Team with Self-Evaluations

Smiling Chef & Executive Meeting Over Lunch

Employee self-appraisals, or self-evaluations, have undergone scrutiny on whether they are beneficial, help employees achieve goals, or provide an accurate picture of the employee’s performance from their own perspective. While some employees may express they find self-evaluations to be tedious, the real benefit of employee evaluations is in the strength of the team.

 

High-performing teams are found to be more effective and productive as they are able to better communicate and coordinate their efforts in order to meet deadlines and attack projects head-on. Self-appraisals benefit the entire team by allowing employees to identify and refine their strengths, and focus on improving areas of opportunity.

 

Adding an employee evaluation section to your regularly scheduled annual performance reviews will require setting a good foundation, creating a self-evaluation process, determining next steps to keep the employee’s professional growth on a positive trajectory, and monitoring progress.

 

Here are our tips for creating or adding employee self-evaluations to your existing performance review process.

 

Provide accurate, current job descriptions. Employees should always know what their current role is and be able to communicate their job duties and responsibilities. This information will allow the employee to understand exactly which areas they should be focusing on in their self-appraisal. The employee and manager should be in agreement of the employee’s duties to ensure the employee is evaluating the proper scope of their position.

 

Create a formal employee self-evaluation. An employee’s performance development should include a self-evaluation. The results of these evaluations should be used to contribute to the employee’s professional development planning and as a motivational tool. Managers should be able to glean information from the evaluation to help prepare the employee for their next professional move or better understand the areas the employee requires assistance to achieve their goals.

 

Include evaluation questions that require the employee to explore their current role, new goals or challenges, achievements, and how the company can assist in their professional development.

 

Closely monitor the new or integrated evaluation process. Whether your organization currently employs self-evaluations, or you are considering integrating them into your existing employee performance reviews, it will be important to monitor the progress and program success. Managers will want to keep a pulse on the process to confirm cross-departmental consistency and suggest or provide additional training, as necessary, to further ensure managers are prepared to execute the process effectively.

 

Follow-up. Schedule regular check-ins with employees to provide feedback throughout the year, rather than once or twice. Employees will see consistent performance-focused feedback as their manager investing in their career. These employees are 94% more likely to stay with your organization.

 

 

Evaluating an employee’s performance, even reviewing an employee’s self-appraisal, can be an uncomfortable task for managers. Regular performance reviews that incorporate an employee’s self-evaluation should look more like a performance snapshot throughout the year. These evaluations open doors for communication and opportunities for the employee and manager to provide feedback to one another, keeping the entire team engaged and productive. Contact Vensure to learn more about incorporating self-evaluations into your existing processes and procedures.

 

 

LinkedIn: 2018 Workplace Learning Report