What are your company’s performance evaluation methods ? This is one of the most important processes for the success of a business, but there are still many doubts about it. This is understandable, after all, there are many variables to evaluate. But it is essential to optimize this practice in the best way.
Do you want to apply an effective performance evaluation method? Then, download the FREE Competency Performance Assessment Worksheet and get an individual employee skills map!
We are here to help and, therefore, we have brought the concept of performance evaluation in this article. We will also show you the most used methods and how they can be applied. Check out!
What does performance evaluation consist of?
First, let’s clarify what this process is about. A performance evaluation is an analysis of the employees’ performance, which must be measured and compared according to what is expected of them. It can be done individually or collectively and there are several tools that can help you in the process.
In general, this practice allows you to monitor the company’s development and make decisions that help its growth. With proper evaluation, you realize what needs to be improved, what should continue as it is, and what actions should be taken based on that.
What are the most used performance appraisal methods?
But how to get the performance reviews right? Well, you have to use the right methods! For this reason, we have provided a list with some of the main options below.
This is a good practice to promote reflection in your teams. In self-assessment, employees themselves must analyze their performance, identifying strengths and points for improvement. The assessment is made according to pre-defined criteria, such as daily activities, established goals, among others.
It is essential to make it clear to employees that they can be honest, as they will not be harmed by making negative assessments. Explain that the intention is to help in your professional development and in the optimization of the company. It is interesting to combine this practice with other methods, for a more complete performance analysis.
In this model, each employee is evaluated by management, by the leadership and by his co-workers, in addition to also evaluating himself, his managers, leaders and followers. That is where the name 360 ° Assessment comes from , as the analysis is done from all sides. This is a way of evaluating the performance of the defined criteria based on various points of view, which helps to make the process more complete.
However, it is necessary to be careful: the evaluation will be made by people who are close on a daily basis, which will probably bring influences from personal and non-professional opinions. Be aware of this fact and encourage employees to be very objective, analyzing with some distance. In addition, it is a good idea to combine this model with other methods, to be sure about the results.
Evaluation by objectives
This evaluation model is based on the fulfillment of the objectives defined for an employee. It is necessary to consider your efforts and results, but also the external circumstances that may have interfered with your tasks.
An employee’s goals are defined together with him and his management, and must be aligned with the company’s goals. It is also essential that they are measurable and possible to achieve within the proposed period, so as not to overload their teams and not impair their performance evaluation.
For a company to function well, it is necessary to define essential competencies and skills for each position and department, right? This includes technical and behavioral aspects, which must be aligned with the functions of each vacancy.
The competency assessment is based on the extent to which the employee has met these requirements within the proposed period. From there, it is possible to observe demands to strengthen teams, such as training to develop some skill.
It is also worth remembering that some companies choose to divide this model into three categories. The first refers to cognitive knowledge and skills about something. The second refers to skills and “knowing how to do”. The third refers to attitudes and motivation. With parameters like this, it can be easier to evaluate.
In addition to taking into account each employee separately , it makes all the difference to evaluate the entire team. After all, the company does not work as well if group work is not flowing.
The evaluation of the teams is also done according to pre-established criteria, such as the necessary skills, the defined goals, the communication, the work flow etc. From these analyzes, it is possible to think of strategies to improve relationships and the organizational climate, for example.
Evaluation by graphic scale
This is one of the most traditional models of performance evaluation. It uses a document divided into horizontal and vertical columns, containing the criteria that will be analyzed (attendance and teamwork, for example) and value scales (such as bad, medium and good).
It is an easy and very objective method, the results of which should lead to further in-depth analyzes. It is very important to combine this tool with other models, to avoid very shallow evaluations. However, it is a great complementary technique and need not be ignored.
Finally, it is essential to remember that leadership performance must also be assessed. After all, leaders have a lot of responsibility for team performance, right? They influence communication, interpersonal relationships, motivation and even the welfare of employees. So, they cannot be left out.
The assessment can be made by employees and superiors of leaders to be more complete. Based on the results, it is possible to provide feedback to optimize leadership, improve your relationship with employees and optimize other pre-established aspects.
These are some of the most common and efficient performance evaluation methods for companies. They make all the difference to optimize results and develop the business and employees, more and more. Thus, it is very important to carry them out regularly and use them in your strategies . Also, be sure to communicate the results and intentions to everyone involved, in an appropriate and empathetic manner. This strengthens the company’s transparency and professional engagement.
What did you think of these performance appraisal methods? Which ones are already used in your company? To learn more about the subject check out our guide to answer all your questions