Good people management will develop a good performance evaluation, paying attention to the smallest details and finding solutions to promote each employee and each sector, in a harmonious way, to achieve the company’s objective. Therefore, it becomes clear the need for people management to know how to perform an evaluation with excellence. Now, check out the complete guide on how to carry out a performance evaluation that generates unbelievable results for your employees and your company!
Table of Contents
Performance Evaluation Model:
Certainly a company has more than one sector, so there could not be just one performance evaluation model. As a result, it is necessary to study the company’s weaknesses well and choose the best performance review examples model to apply in the desired sector group or individually in each sector employee. Here are three types of performance appraisal models.
Traditional Performance Model:
The traditional performance model consists of several questions that can be answered as a team or in isolation. The questions are even focused on the daily life of the employee in the company and on their behavior with potential customers. Some examples of questions in the traditional performance model can be seen below:
Does the employee have a good relationship with the team?
Is employee communication with customers effective?
Does the employee have difficulty communicating with the internal parts of the company?
Leadership Assessment Model:
Just as employees should be evaluated, leadership should too. In fact, all individuals are capable of improving themselves, so it is important that leaders also discover their weaknesses, from the point of view of employees, and how they can improve them. Some examples of questions in the leadership assessment template:
Does the leader or manager show concern for the performance of employees?
Are employee feedback clear? Is the leader or manager available to support the team when needed? Assessment Model by Competencies
Now, this competency-based performance evaluation model is applied to employees as well as leaders and managers. In fact, it is the indispensable evaluation model to define whether the interests of employees and the company are aligned with the objective.
Some questions are asked to find out if each person has the necessary knowledge to perform the role they occupy. Some of these questions: What skills and abilities are needed to perform the position you have?
Do all industry employees act as a team?
Do leaders or managers take charge of complicated situations in order to resolve them? In fact, it is extremely important that HR has enough knowledge to structure all the questionnaires that will be applied to employees, regardless of the model.
Therefore, the most important factor for HR is to focus on an objective that is clear and well defined. In other words, HR needs to know where it wants to go, what the result it wants to have.
In fact, advice for those responsible for Human Resources is to carry out a learning assessment after a training course, as well as a reaction assessment to determine whether the investment in employees has brought the expected return.
What is Performance Appraisal?
The performance evaluation, as stated in the introduction to the article, is responsible for keeping the company and the employee focused on the same objective and must be carried out periodically. In fact, the evaluation has positive effects on other parts of the company and this is essential for good people management and business leverage.
In short, the evaluation defines what the employee has achieved in the work environment and what he should achieve. By identifying this space between what has been conquered and what should be conquered, it is possible to improve weaknesses and improve what is possible.
In fact, it is from the performance evaluation that HR will be able to evaluate each employee and gather important information about each one when making important decisions that will reflect the future of the company. Therefore, one can see the important role of HR through the performance evaluation for the business.
Therefore, HR must be prepared to structure, mediate and analyze the results of the evaluations of all the company’s employees, making the process easier by: Be aware of all the roles, positions and responsibilities of each employee;
Know the best method of evaluation to be applied;
Know which factors should be observed during the evaluation analysis, such as skill, productivity and competence; Knowing how to return the assessment to the employee with constructive feedback. Performance Evaluation Methods
Several performance evaluation methods exist in the market and the most common will be presented here. In fact, all the methods mentioned below can be incorporated into the company’s performance evaluation, helping to identify weaknesses and improve them.
This method is based on organizational goals , being the most traditional on the market and widely used by large and bureaucratic companies. In this method, those who carry out the evaluation of employees are the leaders or managers. However, the result can be compromised depending on the employee’s relationship with the superior.
360 Degree Assessment Method
One of the assessments that most bring results to the company, covering the opinion of various parts of the company, ranging from co-workers, superiors and even subordinates. In fact, this method results in a large collection of information about each employee.
Self-Assessment Method
Allowing the employee to self-evaluate may seem like a flawed decision due to the compromise of the result, however all improvement starts with self-knowledge.
This performance evaluation method must be applied in conjunction with some other evaluation method, such as the one mentioned above.
Evaluation Method by Indicators
First, HR must be responsible for choosing the best indicators for the sector/company together with the supervisor of the sector that will be evaluated, such as customer satisfaction or employee productivity.
This method consists of real information and, due to this, it becomes simpler to solve the needs of employees, helping in their professional development.
Assessment Method by Goals and Objectives
The goals and objectives method is so simple that even an industry supervisor can apply the assessment. It is enough to have clearly defined goals and objectives and knowledge of the employees of the sector.
The person responsible for the evaluation will analyze the achievement of goals and objectives, classifying those who have little engagement and those who have a good performance and involvement with the company.
Cost-Based Valuation Method
Now, the method presented is not something that will bring results to the employee. In reality, it is a valuation option for the company that is in financial trouble. In short, HR must calculate how much profit the employee generates and how much is invested in it.
From then on, it will be defined whether it is worth continuing with the employee or whether he will cut costs. Assessment Method by Forced Distribution
This method will divide the employees between who will be promoted and who will be fired. It is not a good method of evaluation, although it is still common. This is due to the comparison between employees and the devaluing of individual skills.
Critical Incident Assessment Method
Evaluates an employee’s behavior and decisions if they are placed in extreme situations, regardless of whether they are positive or negative. On the other hand, all day-to-day results are no longer evaluated.
Therefore, as can be seen, although these are the most common evaluation methods, they are not always the most efficient, both for the employee and for the company. It is worth mentioning that, in any evaluation methods chosen, HR will be able to structure in the best way for an objective final analysis.
In addition, any questions can be added by Human Resources in order to clarify the employee’s failures in the sector and have the opportunity to improve their skills. The reason for the performance evaluation is to adjust the employee’s skills and competences to the company’s objective, growing in partnership.
Now, in case you feel, after the performance evaluations, that the company you are a part of will need training to develop and improve employees, Niduu is the right solution for your business !Being an innovation in the T&D market, it promises to leverage your company by preparing employees in an efficient and engaged way to perform their duties, generating surprising results, never seen before.
