Understand the importance of performance appraisal here

When it comes to professional development, performance appraisal cannot be overlooked. They are truly responsible for implementing improvements in internal processes and also in managing employees, either individually or as a team. It is through it that the company is able to visualize its achievement of goals, identify possible failures and improve skills to go further.

A good performance evaluation also allows those being led to improve their potential and have a better adherence to the organization’s proposals and needs. With human capital directed in the same direction, business results soar, the company’s image is consolidated and growth opportunities emerge for all involved.

And what are the best types of evaluation? How to apply them in the best possible way according to a company’s organizational culture? That’s what you’ll find out now, as you read this article.

Why is performance appraisal so important?

The advantages of performance appraisal you already know. Now, it is necessary to understand why it is so important within a company. They exist to avoid conflicts in the way managers see what happens within the company and what their subordinates say is happening within the same work environment.

It is also essential for leaders to effectively recognize the efforts of their employees and for them to realize that everything they do is actually observed and taken into account. This even helps to optimize talent retention and reinforce the culture of valuing employees, so that they no longer consider quitting their jobs.

What types of assessment exist?

Performance evaluation is a broad aspect, which has several methods. To choose the best, it is necessary not only to evaluate the profile of the company, but also of its employees and leaders. Here are the main ones.

360 degrees performance appraisal

If you are looking for a complete performance review, you can opt for 360 degrees. All those involved in routine employment activities participate in the process, which enables a very broad view of its results.

Managers, co-workers, customers, partners and suppliers may be involved in the assessment. The feedbacks generated are extremely valuable and accurate, given through a comparison of all the participants’ considerations.

180 degrees

The 180 degree review also provides an excellent judgment on an employee’s performance, but is more succinct. This is because it is done only between him and his leader, with a simultaneous exchange of feedback.

Mediation is controlled by the Human Resources department , precisely to strengthen communication between them and guide the discussions proposed by the participants. It is more suitable for organizations that have a very well-established feedback culture, so as not to generate conflicts in communication.

team assessment

In this evaluation, the team is studied as a whole. In fact, each professional has their individual abilities and skills, but it is essential to analyze their performance in group activities. This is because the sum of the workforce is largely responsible for good results.

It’s time to observe performance together, adjust roles and align tasks. In this way, the workflow is better shaped to achieve the desired goals, resulting in improved communication between employees and also with the company.

Competency assessment

It is based on competence theory, that is, it means listing what are the expected capabilities of members of certain teams and evaluating how they manifest themselves in employees in their daily routine.

It’s a great way to understand what needs to be better developed in each one, as well as being able to more accurately measure the growth of the team and how its performance has increased or decreased based on previous results. It requires in-depth knowledge on the part of HR about the skills needed for the positions evaluated, otherwise the evaluation can end up being very superficial.

goals and results

This procedure is more geared towards quantitative analysis. The LMS performance evaluation is carried out based on the results achieved by the professional in a pre-established period. With these records, it is possible to understand whether the employee met the company’s expectations, in a more assertive and very safe way.

Some factors evaluated here are sales conversion, customer satisfaction and retention. Versatile, this assessment can also be applied by team, in order to identify productivity and understand who earns more and who earns less and the reasons for doing so, seeking perfect alignment.

Critical incident assessment performance appraisal

This method records in detail some situations that the professional went through and behaved very well or very badly. It is based on the employee’s history, which must be very carefully maintained by their managers and whose critical incidents must be very well described to be configured as such.

Incidents can also be recorded by the person being led, as well as their view of how they behaved. Afterwards, your assessment will be compared with that of the manager, to reach a balance, and finally identify what can be improved and what stands out positively within your actions.

Valuation linked to cost performance appraisal

This is a very appropriate performance appraisal for the company that needs to adjust its financial levels. Employees are evaluated according to their cost-effectiveness to the organization, and everything they produce is put on paper to compare with what is spent to keep them active in their daily functions.

It is ideal for companies that want to make a big leap in growth. It is only important to remember that a new hire initially tends to produce less, so it is interesting to carefully assess which sectors of the company really fit this method.

To successfully apply performance appraisal, it is interesting to make use of what technology offers, for a well-designed analysis and facilitation of the evaluation stages.

An example of this is the DOM platform, offered by Reachr , which designs positions, analyzes behavioral and non-behavioral characteristics, adherence to positions, compares professionals among other functions that support the final evaluation results. All valid for both individual and team assessments.