LEARN ABOUT THE MAIN METHODS OF EVALUATING EMPLOYEE PERFORMANCE

Knowing how employees are performing is fundamental to making good decisions. Through the selection of performance evaluation methods , it is possible to perform this step according to the needs of the team and management.

This phase consists of verifying compliance with specific objectives, in addition to finding good opportunities for improvement. Among the advantages of this method, are the possibility of increasing performance, identifying bottlenecks, increasing engagement and creating a feedback channel.

Therefore, with a consistent assessment, it is feasible to achieve better and continuous results. In order to obtain all these benefits, it is essential to use the right approaches. Next, learn about the different performance evaluation methods and answer your questions!

WHAT IS PERFORMANCE APPRAISAL?

Performance evaluation is the systematic analysis of the value added by the employee in terms of innovation, results, behaviors, means employed, skills or assumptions critical to the company’s success. At that moment, it is determined whether the performance is within, below or beyond expectations.

In a company, there are several points to measure. Assessments provide a general picture of each individual’s effort, allow for the distribution of rewards, and diagnose weaknesses in teams, among other uses. From them, HR can take steps to get the most out of the organization’s professionals.

However, the task also presents some challenges. The choice of the performance evaluation method, the way to communicate the results, the measurement period and the definition of consequences are examples of issues to be resolved by analysts and people managers.

It is not by chance that there is no uniform model of appreciation. Companies personalize techniques and provide different responses to challenges. That is, there is no formula, but an exercise in understanding the options available and adjusting to the specific needs of each organization.

WHAT ARE THE CHARACTERISTICS OF AN ADEQUATE ASSESSMENT?

The role of performance appraisal methods is to provide tools for HR analysts to increase the quality of the process. Key attributes, such as impartiality, accuracy, appropriateness, visibility and transparency, are decisive for engaging employees and promoting improvements, deserving special attention and good practices.

IMPARTIALITY

The term means the absence of relations of interest in the research, that is, it is not specifically aimed at favoring or harming anyone. In practice, care is related to eliminating bias and preventing coexistence in the workplace from harming results.

ACCURACY

Accurate is the exact performance appraisal. According to the focus of the assessment, competences, results, critical assumptions, etc., the result must reflect reality and, the closer to that, the greater the utility for decision making.

ADEQUACY

In turn, adequacy reflects the ability of managers to choose assessments compatible with the context in which they will be applied. A typical example is self-assessment, which requires professionals with a good level of maturity – otherwise, the results will not be accurate.

VISIBILITY

Visibility is also relevant, in the sense of following the processes for managing resources, dealing with unforeseen circumstances and taking other measures to guarantee the success of the evaluation.

TRANSPARENCY

Finally, the process must provide clear and truthful information for the appraised, both in relation to the performance evaluation methods used and to the feedbacks . In fact, these responses must be the priority among the consequences of a survey, as they guide the improvement and development of the employee.

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WHAT IS NEEDED TO MAKE A GOOD ASSESSMENT?

Having a set of solid principles can be the difference between a good and a bad performance evaluation. Therefore, below, we list a series of practices that can improve the assessments made in your company.

CREATE A FAVORABLE ENVIRONMENT FOR AN IMPARTIAL ASSESSMENT

During the performance evaluation, the HR professional acts as an impartial third party. It is not in the department’s interest to take sides with the leader or employee in case of conflict. The only objective is to obtain an accurate diagnosis of the contribution of the company’s people.

The participation of someone who is neutral is fundamental for the whole process to take place without letting disagreements or preferences affect the results. In fact, to guarantee this fair result, analysts must take a series of planning measures.

First of all, it is necessary to clarify the objectives of the evaluation, giving clear instructions to both evaluators and evaluated. Then, create a situation in which the answer to the questionnaires is free, especially in research related to the performance of managers.

Finally, the application of performance indicators is very useful to find inconsistencies. This is the case, for example, of a manager who gives a very low score to the professional who presents good numbers, without justification.

ESTABLISH CALIBRATION MECHANISMS

Within the question of being impartial, one of the biggest challenges of the evaluation is the risk of skewed results. For example, if a manager does not sympathize with an employee, is it possible to fully rely on the objectivity of the analysis? In fact, this questioning is quite delicate and needs to be resolved.

To deal with this, many companies implement an evaluation committee, composed of professionals from different hierarchical levels, in addition to the person responsible for managing people . The aim is to offer equal treatment.

After all managers have issued their opinions, the team analyzes the criteria used in all assessments, talking to the leaders to understand the standards and eliminate biases, before granting feedback to employees.

FOLLOW THE ACTIVITIES CLOSELY

In addition to defining the performance evaluation methods, it is necessary to design each of the steps and know what are the necessary actions at these key moments. Subsequently, activities should be monitored to verify that the progress is on schedule and to support people during the process.

Here, technology is HR’s greatest ally. The ideal is to apply computerized solutions to have the visibility of the process, following the progress, pending and accomplished tasks. In addition, it is important to establish good communication, especially so that participants can ask questions and obtain guidance.