How can you communicate performance evaluation results to non-profit employees?

1 Why communication matters

Communication is not just a one-way transfer of information, but a two-way dialogue that fosters trust, understanding, and alignment. When you communicate performance evaluation results to non-profit employees, you are not only informing them of their strengths and weaknesses, but also engaging them in a conversation about their goals, expectations, and needs. Communication can help you to acknowledge their contributions, appreciate their efforts, and inspire them to grow and learn. It can also help you to address any issues, concerns, or challenges that may affect their performance or satisfaction.

2 How to prepare for communication

Before you communicate performance evaluation results to non-profit employees, you need to prepare yourself and the data. You need to review the evaluation criteria, methods, and evidence, and make sure they are clear, fair, and consistent. You also need to analyze the data and identify the key points, themes, and trends that you want to highlight or discuss. You need to prepare a summary report that summarizes the results, feedback, and recommendations in a concise and accessible way. You also need to anticipate the possible reactions, questions, or objections that the employees may have, and plan how to respond to them.

4 How to engage communication

Communication is not a monologue, but a dialogue. You need to invite the employees to share their thoughts, feelings, and perspectives on the performance evaluation results. You need to listen actively and empathetically, and acknowledge their emotions and opinions. You need to ask open-ended questions, and encourage them to reflect on their performance and goals. You need to clarify any misunderstandings, and address any concerns or issues. You need to collaborate with them to create an action plan for improvement, and set realistic and measurable objectives and indicators.