Issue link: https://read.uberflip.com/i/773211
M any of us cringe at the thought of having to sit down with an employee one-on-one and tell them that they are doing a rotten job. OK, I admit I know a few who love to do this, but none of us would want them as our boss. Let's face it, all of us would love to have a staff that does what they are told, and we would like them even better if they did it before we had to tell them. If you are lucky enough to have employees like this, hang on to them — they are management potential. Why Evaluate? Some of you may ask why evaluate when most of your them are only part- time employees working for minimum wage who will probably quit in a few years anyway. Well, maybe they will and maybe they won't. I'm sure that all of you have heard some version of the story about the employee who started out sweeping floors and ended up running the company. Any one of your part-time employees could become the best manager you ever had. For 90 percent of the part-time employees you hire, this will be their first job. I admit that some employees I have hired haven't worked yet, but that's another topic! These young employees need guidance; you need to teach them how to work and how to think for themselves. This is an ongoing process, and the best way for them and you to track improvement is to do a regular evaluation with a real grading system. I would be willing to bet that most of the people you hire really want to do a good job. All of us want to be the best. We all want praise and recognition from our coworkers and our bosses. Employees really feel good after they've been told they did a good job. You will find that they will work even harder after receiving praise. And you can turn almost every evaluation into a good thing, even when you have to correct a flaw. You'll end up with an employee who feels good about himself. How To Evaluate Your Employees ISTOCKPHOTO.COM 24 R INK MAGAZ INE november/december 2009 STARrinks.com by RICH SZTURM Let's Review!