This text is based on an article on Entrepreneur.com.
Don't look only at numbers
The first lesson is: you shouldn't look only at the numbers. You cannot determine the quality of a worker in purely financial and numerical terms. If you evaluate subordinates in this fashion, you may find yourself rewarding workers whose achievements are based on the less obvious work of under-appreciated colleagues.
Get feedback from more colleagues
In order to assess a worker's qualities in a truly objective way, it is a good idea to ask people around them for an opinion on their work. You will thus obtain a more comprehensive view of the subordinate's work from more angles, and you may even appreciate their contribution in areas you would not have thought of focusing on before.
If you are unhappy about something, discuss it with the subordinate
Evaluating a subordinate should always be done in cooperation with them. Discuss with them all the insights you have gained about their performance and allow them the opportunity to comment on any negative reports you have received about their work.
Take into account the specifics of the role of the employee
Even though several subordinates may officially perform the same role, it would be wrong to measure everyone by exactly the same yardstick and not make distinctions when evaluating them. Each role has its own specifics and subtle nuances in what is expected of that particular employee. Take these specifics into account when evaluating individual subordinates.
-mm-