Though we actually have different ways to go with when evaluating employee performance, most of the time, it should have these major checklists.

Set your goals and expectations clear

The performance assessment doesn’t begin with a sit-down meeting in the company’s vacant conference room. It’s critical that you have a plan in place for how you’ll evaluate your staff right from the start.

Have a meeting with your team at the beginning of the year to discuss your goals and expectations for the year. You should then sit down with each one of them and talk about what they want to get out of their time at work.

Because everyone knows what the boss wants, you should see an immediate boost in performance.

Do a background research

In the months before employee reviews, you should begin collecting quantitative and qualitative metrics of staff performance, such as sales statistics, call logs, and deadline reports. Qualitative measures could include client and customer feedback or your personal observation.

During the process, with blockchain, managers can use ledgers to manage job history instead of reference checks. Startups can also establish their own blockchain using smart contracts to verify employee performance and manage information across roles, managers, and corporations.

Prepare a questionnaire

Once you’ve done your investigation, assemble each employee’s self-assessment, external feedback, and any relevant statistics, use this information to develop evaluation questionnaires.

The goal of a performance review is to assist team members in their personal and professional growth. As a result, it is advisable to establish a positive tone and ask pertinent questions. Your employees are often stressed and sensitive during evaluation meetings; ensure that you can create a positive environment for them to express their opinions. Overall, it should not be considered a criticism, but rather feedback to help both the employees and the company grow.

Top 10+ Questions to ask while evaluating Employee Performance in Blockchain Startups

Before diving into the questionnaire, keep in mind that it is critical to keep an open mind, even if you find yourself wanting to disagree or explain some of your employees’ emotions during the evaluation.

In the end, all you want to do is show your employees that you’re open to new ideas and willing to listen to them. This meeting is required to inspire your team by demonstrating that you believe in their abilities to do their best work for your company.

Now, let’s check out my summary of the top 10+ questions to ask when evaluating employee performance to help you prepare an excellent questionnaire in the right languages.

• ​​How’s your mental health? (Do you have stress recently?)

In a corporate or organizational setting, discussing mental health with employees may feel awkward. However, It’s essential to have strong mental health not only to live a happy and balanced life, but also to be productive, focused, and successful at work.

• What accomplishments in this quarter are you most proud of? 

Asking about accomplishments your employee is proud over the period will help put a positive spin on an experience that, at first thought,  too often portrayed as unpleasant. In this step, insead of providing a sense of judgment whether these achievements are worth being proud of, you want to know whether their pride matches with the goal of the company.

• Which job responsibilities/tasks do you enjoy most?

Now that you and your employee have a better understanding of your employee, it’s time to focus on the employee’s current position. In addition to helping your staff execute their jobs better, you want to make sure your employees have a clear understanding of what they’re supposed to be doing in this part, so they don’t misunderstand.

During this section, you should pay particular attention to any misunderstandings that your staff may be experiencing. After that, your primary goal should be to reconfirm their mistaken notions. If you and your employee are able to agree on what their function in the firm is, this section has been a success.

• What personal strengths do you think have helped you the most with your job?

You’d like to get a better grasp of your employees’ strengths-based mindsets. How accurate are your employees’ appraisals of their own abilities? This is what you want to find out by asking them what they think they do best. For a more unbiased evaluation, combine the information provided by your employee with statistics on their actual performance.

• What 2-3 things will you focus on in the next quarter to help you grow and develop?

Now that you’ve discovered what your employees think they do well, it’s time for a closer look at their weaknesses. If you are an employee, no matter how well-trained or experienced, you will always have room for development. As a manager, you’ll have to help your staff realize it at times. In order to avoid offending, it’s vital to be cautious while delivering information regarding one’s own value judgments. Make sure your employees aren’t afraid to speak up.

• How would you prefer to be given praise or criticism for your work?

Instead of immediately providing feedbacks, it’s critical that you talk to your staff about their preferred management style so that you can find out what works best for everyone. Conversations that are more casual and frequent can be more productive at times. You should also inquire about what more you can do to help them succeed in their position.

• What worries do you have when it comes to providing me with feedback?

You may have the most talented and ambitious employee in the world, but your working relationship will suffer if they see you, their immediate supervisor, as a hindrance to their goals. You want to get a sense of what your employees think of you and give them hope that their complaints will be handled during this session. If your employee has concerns, you must reassure them that they will be taken care of.

• What has been your experience with your team?

Workers should feel that their team collaborates well, generates new ideas, and works together to solve problems. If not, you can get more feedback, offer training, and plan some team-building events if you need to improve your performance.

• Are you comfortable with our corporate culture, and are there areas that need improvement?

As a founder, you may want to keep an eye on your company’s culture and making adjustments as required can help keep your desired and perceived images of culture in sync and prevent any problems that may occur.

• What are the main drivers of success in the company?

Here, we’re looking for the finest practices that we can find. Aside from providing insight into the company’s culture, these replies can be used in marketing materials and when recruiting new personnel.

• What do you need from me or the company to support your performance and development?

Finally, at the end of the meeting, you should be able to sketch out a strategy for them to improve. In addition to getting their thoughts, you should find out how the company can aid them along the journey, so they know they are not alone and that we will do everything we can to assist them.

Conclusion

Evaluating employee performance is a process that every blockchain startup should implement to ensure that all employees are on the same page. However, we understand that, aside from assessing performance, blockchain startups have more difficult tasks to complete. If this is the case, you should reach out to Satom Venture Studio as an advisor for your project. Satom offers financial capital and enabling services to assist founders in building successful  Web 3  businesses. If you’re interested, please contact us at hello@satom.vc.