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KEY METHODS OF ASSESSING EMPLOYEE PERFORMANCE

Winning and keeping your employees motivated , productive and focused on results is a constant challenge for all organizations. With the countless activities to accomplish and goals to hit, however, it is normal for employee performance to occasionally drop. It is for this reason that it is essential to periodically assess the performance of employees, in addition to investing in tools that can maximize performance and accelerate results – such as training, improvement of techniques and motivation dynamics.

The performance evaluation is important because pans and deep analysis of the team and each employee. From it, it is possible to identify positive points of the team, as well as those that need to be improved in the team as a whole and individually.

I invite you to accompany me in this reading and to know the main methods used to carry out a performance evaluation that generates good results for the teams and also for the company as a whole.

What is performance appraisal?

When it comes to performance evaluation, we are referring to the method used to measure the performance of employees who are part of an organization, in order to compare what is being delivered by each one, with what the company truly wants them to deliver. .

Through this evaluation process, it is possible to closely monitor the individual growth and development of employees, as well as the work carried out in teams, analyzing the results that are being obtained from this performance.

As previously mentioned, adopting a performance evaluation method within companies is essential, as it contributes to the discovery of the talents that exist in each one and how they can be explored and, at the same time, enhanced, so that everyone can achieve extraordinary results, based on their own actions and behaviors.

It is an efficient way to value the work developed by employees, since they will have accurate feedbacks on their performance, as well as the opportunity to improve constantly, always counting on the help and support of the organization as a whole for this.

Stay on top of the professional and business development program, which will enhance the performance of teams, employees and your business!

Main performance evaluation methods

There are several methods on the market to evaluate performance. Check out some of them:

Coaching Assessment

The Coaching Assessment is a powerful behavioral assessment tool, based at DISC psychological test. This tool can be applied digitally or manually, and provides a detailed and accurate report of each employee and team.

Through this method, it is possible to obtain accurate information about the behavioral profile of each employee, strengths and characteristics to be improved, in addition to identifying the leadership style and behaviors in times of challenge or pressure.

360º evaluation

Efficient feedback tool in which the professional has the opportunity to self-assess, as well as receive the evaluation of his superiors and his peers in the day-to-day work.

This assessment is fundamental to any professional, as it provides a deep reflection on themselves, their behaviors and objectives, in addition to bringing constructive criticism from other people, who can assist in professional development and improvement.

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Able to provide a strategic analysis of each employee, this method consists of a questionnaire in which the professional responds about himself. Items such as a sentence, a book and a film that identify the individual, what people think about him when they see him for the first time, strengths, improvement, opportunities, limitations, among others are essential for the employee to be able to make an assessment of yourself and your performance as a professional.

Representational Systems Testing

This performance evaluation is a five-question questionnaire that provides an accurate analysis of each employee’s representational system. According to the Neurolinguistic Programming – NLP, there are four types of representational systems: digital, kinesthetic, auditory and visual. Of these, each individual has a predominant one.

From this test, it is possible to know the type of behavior, strengths, style of learning and information processing, way of interacting with the work environment, mode of organization, predominant characteristics, among others.

Behavioral Profile Assessment

This 25-question test provides a powerful and in-depth analysis of the behavioral profile of each professional. The result, detailed and precise, compares four types of profiles to different animals: cat, eagle, shark or wolf.

Through this assessment, it is possible to identify the predominant profile of each employee, as well as their main behaviors, strengths, motivations, values, and many other issues.

Evaluation of the immediate superior

This is one of the most common types of assessment practiced within companies today. It is a style in which the employee’s superior evaluates his performance as a whole, that is, the execution of his activities, as well as the actions and behaviors he has with his colleagues and with the manager himself.

Although it is still widely used, this method can harm the employee, if his relationship with his superior is not one of the best. In this sense, it is essential that the manager is as impartial as possible, so that the evaluation portrays only the reality of what the professional presents in the company.

Potential assessment

The potential assessment is a type of analysis that is carried out in order to identify whether the employee has the necessary skills and competences to perform functions that will be assigned to them in the future.

In addition, this type of evaluation also allows a check to be made of the professionals’ talents and whether they are being well used in the functions and activities that he performs. If not, it is possible to make the necessary adjustments so that the potential of the employee is better used.

What does it take to make a good assessment?

Having knowledge about the existing tools to perform performance evaluations within companies is extremely necessary for obtaining good results from the application of this process. In addition, it is also necessary to pay attention to some points, which will contribute for a good evaluation to be carried out and to achieve the proposed objectives.

With that in mind, I now share with you what is needed to make a good performance assessment and achieve extraordinary results. Check out:

Impartiality

This is a prerequisite for those who will put themselves in the role of evaluators, whether they are managers or collaborators evaluating their superiors. Being impartial, providing information consistent with reality, makes it possible to have an accurate and assertive result that truly contributes to the growth and improvement of the professional.

In view of this, at this moment, it is essential that personal issues are set aside, taking into account only professional, technical and behavioral factors about the individual evaluated, so that he has the opportunity to have feedback that really helps him.

Sincerity

Another very important point for making an assertive assessment is the sincerity factor. Only from truly sincere responses, on the part of those who are undergoing the assessment, as is the case with Coaching Assessment , is it possible to generate a report that is true to what the professional is in their daily work.

Being sincere in the answers allows opportunities for improvement to emerge and the individual can grow in his career, knowing the points where he is hitting and those that still need to be developed, both behaviorally and technically.

Feedback

In this process, it is essential that the individual being evaluated has access to the result of his evaluation, as well as to accurate feedback on how he is performing within the company. This feedback will allow you to know the points you are hitting, which can be maintained in your daily performance, and those that need to be eliminated or improved, so that your work is more and more assertive and brings the results that the organization expects of it .

Guidance

With the information about your daily performance in hand, the individual is ready to start his process of continuous improvement, right? Not always. Often the professional is confused, in doubt, not knowing what to do with the data obtained from his performance evaluation.

It is at this moment that the company, in the figure of its manager and also of the Human Resources – HR department, must guide you, elaborating, at your side, strategies that help you to implement, little by little, improvements in your work performance.

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