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Checklist evaluatiegesprek

Deze job-aid voorziet je van een ‘proces checklijst’ die de verschillende fases meegeeft om een constructief evaluatiegesprek op te bouwen. Hij geeft je ook een aantal tips die je kunnen helpen de nodige commitment en energie bij de medewerker te creër



Het proces

1.Introductie:

  • Verduidelijk de doelstellingen en toets dit af met de medewerker
  • Controleer of je beide goed bent voorbereid: zijn we er klaar voor?
  • Bepaal de agenda van de meeting

2.Assess en evalueer: doelstellingen bereikt?

  • Gezien vanuit de medewerker : resultaten, feedback van klanten, …
  • Gezien vanuit de manager : resultaten, observaties, feedback van klanten, …
  • Luister naar mekaar en probeer het eens te worden over de ‘feiten’ en de ‘omstandigheden’ die hinderend of faciliterend geweest zijn.
  • Evalueer de performance en vul het formulier in

3.Assess de algemene performance en competenties

  • Breng de persoonlijke ‘sterktes’ en ‘zwaktes’ in kaart (verwijs daarbij naar observeerbaar gedrag)
  • Evalueer het persoonlijk ontwikkelingsproces
  • Je kunt 360° FB, functiebeschrijving, competentieprofiel, … gebruiken als het voor handen is

4. Feedback van de medewerker naar de manager

5. Doelstellingen bepalen voor volgend jaar

6. Bespreek carrière verwachtingen

7. Bepaal te ontwikkelen competenties en vaardigheden:

  • In functie van de objectieven voor volgend jaar
  • In functie van de geïdentificeerde ‘zwaktes’ van dit jaar
  • In functie van de carrière perspectieven
  • Bereid het ontwikkelingsplan voor

8. Bespreek de begeleiding en leg coaching momenten vast

Tips

1. Bereid het evaluatiegesprek voor

  • Verduidelijk het proces voor de medewerker
  • Vraag de medewerker zich ook voor te bereiden

2. Creëer een comfortabele atmosfeer

  • Zorg ervoor dat je alles bij de hand hebt
  • Geen telefoons, geen bezoeken tijdens de meeting
  • Kies een stille, comfortabele ruimte

3. Geef de medewerker ruimte

  • Vraag zijn/haar perceptie van de resultaten te delen
  • Betrek hem/haar in het gesprek via open vragen. (voorbeeld: wat doet je zeggen dat, wat heb je daaraan gedaan, wat had je anders kunnen doen, …)
  • Laat hem/haar praten over wat energie en voldoening geeft
  • Laat emoties toe (angst, teleurstelling, frustratie)
  • Luister, reageer niet onmiddellijk
  • Schrijf de belangrijkste zaken op

4. Geef constructieve feedback

  • Gebruik de feedback regels
  • Twijfel niet om je gevoelens te tonen
  • Breng ook de moeilijke boodschap over, maar biedt ondersteuning zodat de werknemer er iets kan aan doen.

5. Creëer duidelijkheid

  • Geef korte en scherpe feedback
  • Herformuleer wat de medewerker gezegd heeft
  • Toets af of de medewerker het heeft begrepen (en hoe het bij hem/haar valt)
  • Vraag naar voorbeelden
  • Geef specifieke voorbeelden

6. Creëer realistische ‘uitdagingen op het werk’ voor de werknemer

  • Het creëert een positieve focus naar de toekomst
  • Het geeft de medewerker ontwikkel- en leerkansen

Bron

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