Effective Performence Evaluation

One of the chapters of the Effective Executive (by Peter Drucker) is called "Making Strength Productive". It talks about playing to a person's strengths. This is especially important for making an effective performance evaluation.

Performance Evaluations are usually ignored by both reviewer and reviewer. Why? According to Drucker its like going to the dentist, and who likes that. The relationships in the workplace should not be of healer and patient but of mentorship.

So what should it include?
4 questions:

• What task does the person does well?
  
• What task is it, therefore, that they are able to fill?
  
• What should they learn or acquire to make the most of their strength?
• If I had a son or a daughter, would I like it if he (or she) was working under the orders of this person?
  
  • If so, why?
    
  • If not, why not?

All but the last question are with positive attitude. Its about making it into a growth opportunity.
By making it an opportunity to grow, it makes the process be effective and motivating.