A side benefit of observing performance is that you increase your accessibility. You're there to answer employees' questions, give feedback and provide encouragement. And if workers see that you're taking an interest in their performance, they're more apt to go beyond the call of duty and give extra effort.
- Warning: Don't appear to spy on workers by sneaking around watching them from the shadows. Instead, inform everyone that you will observe their performance on a regular basis to support their success. And make sure you observe everyone equally rather than devoting the most time to watching and documenting the subpart of your poorest performers.
- THE EAP CAN HELP: Ask the EAP if it has a list of signs and symptoms of a troubled employee. This list can help you consider more precisely what behaviors and performance outcomes to observe on the job with an employee.
It's True! Surveys of supervisors routinely show that conducting performance reviews is among their least favorite parts of the job. By observing performance on a regular basis, you build a file of concrete information that you can incorporate into your next formal review. This makes the whole performance appraisal process far less oppressive.
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Tip Take notes of what you've just observed only after you retreat to the privacy of your office. Then file your written observations in each employee's folder. Don't take notes in front of employees, or you risk making them feel “graded” and self-conscious.
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