Draft a Luxurion Auto employee performance evaluation which will be used to evaluate Luxurion Auto salespeople.
Include what you intend to measure among these three evaluation elements:
1. Individual task outcomes
2. Behaviors
3. Traits
For example, when measuring behaviors, you may decide to measure leadership skills, communication, and job performance.
Draft your 150- to 250-word evaluation outline. When you have the outline completed, write a 100- to 200-word summary answering the following:
•What does this performance evaluation emphasize more? Behavior or traits?
•How will you document completed evaluations?
•What due process will you make available to employees following evaluation?
•Would you consider creating team performance evaluations in the future? Why or why not?
Post your 150- to 250-word outline and your 100- to 200-word summary in one post to the Individual newsgroup.
We will be happy to critique your thinking.
On things such as leadership, and communciation, and job performance, you need to create some sort of meaningful rubric, so all concerned know what the score means, and how it was arrived at.
Here is an example of a Rubric evaluation:
http://coe.nevada.edu/slefevre/grouprubric.html
Performance Evaluation Outline:
I. Introduction
- Provide an overview of the purpose and importance of the performance evaluation
- Explain the evaluation elements: individual task outcomes, behaviors, and traits
- Emphasize that the evaluation is designed to assess performance and provide opportunities for growth and development
II. Individual Task Outcomes
- Measure the salespeople's achievement of sales targets and quotas
- Assess their ability to meet or exceed customer expectations
- Evaluate their effectiveness in generating leads, closing deals, and maintaining client relationships
III. Behaviors
- Assess the salespeople's leadership skills, including their ability to motivate and inspire team members
- Evaluate their communication skills, both written and verbal, and their ability to effectively engage with customers and colleagues
- Measure their job performance in terms of timeliness, reliability, and responsiveness
IV. Traits
- Evaluate the salespeople's professionalism, including their appearance, work ethic, and attitude
- Assess their adaptability and willingness to embrace change
- Measure their problem-solving skills and ability to think critically in challenging situations
V. Documentation of Evaluations
- Explain that completed evaluations will be documented in individual employee files
- Emphasize the confidentiality and security of the evaluation records
VI. Due Process for Employees
- Detail the process for employees to review and discuss their evaluations with their supervisors
- Discuss the possibility of creating action plans to address areas of improvement
- Encourage employees to provide feedback or raise concerns regarding the evaluation process
VII. Future Considerations: Team Performance Evaluations
- Discuss the potential benefits of creating team performance evaluations to assess collaboration and teamwork
- Highlight the importance of team dynamics and collective goals in achieving overall organizational success
- Mention the need for further discussion and consideration before implementing team evaluations
Summary:
This performance evaluation emphasizes a balanced assessment of behavior and traits. While individual task outcomes are essential to measure success in achieving sales targets, equal attention is given to evaluating behaviors and traits that contribute to overall performance, such as leadership skills, communication, professionalism, and problem-solving abilities.
Completed evaluations will be documented in individual employee files to ensure confidentiality and security.
Employees will have the opportunity to review and discuss their evaluations with their supervisors, with a focus on creating action plans for improvement. The evaluation process encourages open communication and feedback to address concerns or provide suggestions for improvement.
Although team performance evaluations are not currently implemented, the possibility of creating them is acknowledged, considering the benefits of assessing collaboration and teamwork. Further discussion and evaluation are needed to determine the best approach before implementing team evaluations.