Employee evaluations are the most vital task in the workplaces, more precisely it can be called as a sound inspection of staff, if it is done well. Commonly in companies it is the responsibility of the manager or the supervisor to carry out such evaluations. Generally it is seen that work related aspects are covered in this. However there are a number of other aspects, which should not be overlooked. Given below is the checklist of different elements which should be included in this process, and following all this will surely help the managers to help their employee flourish.

Other than job related aspects, three main areas which should be covered in 360 evaluations are the attendance issues, customer interaction issues and employee interaction issues. We all know that employee efficiency, to a great extent, depends on his or her presence. Issues like leaving early, coming late, or taking off should not be ignored. If the employee is in the position which requires direct contact with the customer, then his interaction with customers becomes the precedence, as the growth of your company depends on the approach, consideration, personality etc. of your employees to a great extent.

Many people may think that the third area, which is the employee interaction area, is mainly related to tittle-tattle, but this is not true. This area is about understanding the problems of employees or understanding the factors motivating them. While doing employee evaluations it is very important that positive and negative effects both should be included in that. It should never come as an assault for the employee; however it should be, to a certain extent, like an open-dialogue about the performance, competence, and improvement areas of the employees. If done appropriately, these evaluations can truly make you and the employee feel that you people have actually accomplished something, and this helps in proper working of the company also.

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