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To be fair with my team , i will follow the next steps depending on :
It's very difficult. You just have to put your personal prejudices to one side and be fair. Which is hard.
I agree with my colleagues. It's the subject of standard appraisal system, software formalized applications etc. implemented in each organization. The more measurable and clearly numerical criteria will be counted the more fair and objective will be the evaluation. In order to provide more protection against favoritism or some other personal influence it could be also multi level and sometimes cross divisional evaluation. Besides important factor is also employee's self-evaluation based on agreed KPIs.
It is very simple, most of the major national or international organizations are doing by Performance appraisal method.
Most managers claim evaluations are a diversion from the real work of the company, most employees say that when and if management does evaluate it is done poorly.
What’s stopping businesses from using the employee evaluation process more effectively? It’s kind of like that "what if it were you" scenario — because people in general do not like to be evaluate themselves, they tend to dislike evaluating others.
Performance appraisals should not go on only once a year. Companies that are successful with performance management view it as an ongoing process that continues informally throughout the year."
Now here is how you can Effectively Evaluate your Employees Performance: Examples & Tips:
1- Use performance logs to simplify writing employee reviews
If you’re relying solely on your memory when writing employee reviews, you’re making employee performance evaluation far more difficult than necessary. That’s why it’s best to institute a simple recording system to document employee performance before writing employee reviews. The most useful, easy-to-implement way is to create and maintain a log for each employee. Performance logs don't need to be complicated or sophisticated. They can simply be paper files in a folder or computer files.
2- How to conduct a positive, valuable employee performance evaluation
Sitting down to conduct an employee performance evaluation with a staff member is the part of the appraisal process most managers dread. But the session doesn’t have to be tense or uncomfortable. When conducting an employee performance evaluation, start by discussing any problems you’ve observed with the employee’s performance. Address each problem individually and don’t bring up a new problem until you’ve thoroughly discussed the current one. Use the following framework to discuss each problem:
• Describe the performance problem.
• Develop a plan for improvement.
• Offer your help.
• Alternate negative and positive comments.
• Emphasize potential.
3- Turning a negative into a positive:
During performance reviews, use clear, nonjudgmental language that focuses on results and behavior. Notice the positive and negative aspects of these statements:
• “Your work has been sloppy lately.” (Negative: too vague)
• “Your last three reports contained an unacceptable number of statistical errors.” (Positive: cites specifics)
• “You’re obviously not a mathematician.” (Negative: focuses on the person, not on performance)
•“I know you’re capable of producing more accurate work.” (Positive: reaffirms confidence in employee’s abilities)
• “Don’t let it happen again.” (Negative: blanket demands)
• “How can we prevent errors from creeping into reports?” (Positive: asks for feedback on improving performance)
4- How to measure an employee’s ‘intangible’ traits
When writing employee reviews, supervisors are typically called upon to evaluate employees on the basis of intangible factors, such as cooperativeness, dependability and judgment. The higher up the organizational chart, the more important those traits become. Yet most supervisors find intangibles the most difficult factors to evaluate, probably because they seem so personal. Business Management Daily recommends managers follow two guidelines when addressing intangible traits in an employee performance evaluation:
1. Match traits to the job.
2. Match traits to behavior. You can’t help being subjective when evaluating intangible factors. But you can avoid bias by focusing on concrete examples of instances in which the employee displayed positive or negative behavior regarding a particular trait.
5- Avoid phrases in the employee performance evaluation that can damage job-review meetings
When you discuss an employee performance evaluation, beware of using common phrases that can unintentionally communicate the wrong message, or come across as too negative or personal. Certain phrases can kill employee morale, weaken productivity or open up the organization to a discrimination lawsuit. Your goal in writing performance reviews is to help shape employees’ performance without becoming sidetracked by anger, emotion or fear of conflict.
Let me tell you what mistakes are you doing in their evaluation.
1. The one who sweats more doesn't give value to the company. The thing that matter is the figure in your account due to him.
2. The one who reports you all the problems Simple/difficult is not smart. He doesn't know how to cover up simple matters to his own level.
3. The one who is not confident and the overconfident both are poison for your company.
4. Donkeys are difficult to be taught.They start moving and turning on sticks. The one who takes good decisions are rare assets of your firm.
Best of Luck
Apologized for the answer, I do not know, I do not work.
If you have a good developed system and standard criteria for employee evaluation and performance appraisal, you don't have to worry about the issue
Be open, neutral and unbiassed
Performance evaluations, which provide employers with an opportunity to assess their employees’ contributions to the organization, are essential to developing a powerful work team. Yet in some practices, physicians and practice managers put performance evaluations on the back burner, often because of the time involved and the difficulties of critiquing employees with whom they work closely. The benefits of performance evaluations outweigh these challenges, though. When done as part of a performance evaluation system that includes a standard evaluation form, standard performance measures, guidelines for delivering feedback, and disciplinary procedures, performance evaluations can enforce the acceptable boundaries of performance, promote staff recognition and effective communication and motivate individuals to do their best for themselves and the practice.
The primary goals of a performance evaluation system are to provide an equitable measurement of an employee’s contribution to the workforce, produce accurate appraisal documentation to protect both the employee and employer, and obtain a high level of quality and quantity in the work produced. To create a performance evaluation system in your practice, follow these five steps:
Develop an evaluation form.
Identify performance measures.
Set guidelines for feedback.
Create disciplinary and termination procedures.
Set an evaluation schedule.
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