Category Performance Appraisal

Closely monitoring the work of the employee, observing their behavior, listening to what they have to say, valuing their initiatives… These are some of the many points analyzed in the Performance Appraisal process.

Fundamental for any company that wants to evolve and remain competitive in the market, the Performance Assessment can be the first step towards that. Below, we at Metadata — a company that develops a complete  Human Resources System  — highlight the importance of maintaining the  Performance Assessment process  in organizations and its advantages. Check out!

Performance Assessment in organizations: what is it?

The performance evaluation  measures the performance of people in relation to the attributions they have, verifying the level of alignment of their performance with the results expected by the company . It is a systematic, periodic and documented process that measures strengths and points to be developed.

But this entire process needs to be properly  structured, with clear rules and criteria , serving as a complementary instrument for the people management process, since it directly implies, among other things, the development processes. For this, it is essential that it is integrated into the strategic guidelines of the organization, its values ​​and its objectives.

The performance evaluation methodology and criteria may vary by organization learning management. The important thing is that the rules are clear to everyone. In this process, the manager needs to be attentive, seeking to highlight strengths, identify points for improvement and training needs, among other factors. Thus, it can balance the goals established by the company with the employee’s own expectations, in order to keep the system working in harmony. The  continuous monitoring of the leader  with his team and the  involvement of employees in the process  as a whole are  essential factors for achieving the objectives proposed by the evaluation .

Performance appraisal should not be a periodic reckoning process. That is why, in parallel with performance appraisal (formal and documented process), there is another very important practice that is sometimes confused with performance appraisal: feedback. It occurs informally, without the need for documentation or periodicity, and it is recommended that it be constant.

Feedback allows the establishment of a relationship of trust between the leader and the person being led , it makes those evaluated want to invest even more in their development, improving their performance and bringing advantages to themselves and to the organization.

Performance appraisal and feedback can bring many benefits and positive changes to the people management of an organization, whatever its size. With it, the manager can change the work climate, invest in training, development and improve productivity.

Benefits of performance appraisal

• – Clarify the expected results of employees;
• – Constantly guides employees on their performance, seeking to develop their skills;
• – Enables the survey of training and development needs, as well as the identification of new talents within the company;
• – Improves the relationship between managers and employees;
• – Transmits transparency in actions;
• – Contributes to improving the working climate.

How to implement performance appraisal

For the company to be able to implement the Performance Appraisal as a continuous process of improvement, it must follow some steps. Below, we list the ones we consider essential, check them out:

• Internalize the culture of people management:  This is perhaps the most challenging step in the performance appraisal implementation process. Every company that wants to start managing people needs, first of all, to internalize this culture; make management, management and employees understand the importance of continuous improvement processes. Therefore, HR will need to impose itself, show value in its project and, of course, results after implementation.

• Build  performance evaluation indicators :  the second step is to have defined the indicators that will guide the process. It will be through this measurement that the management will have proof of the project results. Be bold, innovative and insightful when building your indicators.

• Apply, review and improve, always:  like any process, performance evaluation will always need improvement. So, after applying the assessment, review what went well, if there are any improvements and make them. A suggestion is to talk with managers, employees and even with the direction so that there is a consonance. Remember: reviewing the process is part of the process.

• Evaluate, train and train your teams:  you may already be imagining that it is not enough just to apply the performance evaluation, it is necessary to continue the process, training and qualifying the teams according to the  result of the evaluation , right? Very good! This is another critical step to the success of your performance appraisal.

• Use technology as your ally:  this whole process doesn’t have to be done by hand. There are already technological tools developed for this. Through them, you can monitor performance evaluations, deadlines, results, training and other processes. Look for the one that best fits your reality and start evaluating your company’s performance now.

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.

What is it for and what are the existing performance appraisal modalities? Do you know which are the most practiced by companies? Find out here.

Performance evaluation is understood to be the process of  qualitatively and quantitatively measuring the performance and behavior  of employees of a particular company or institution, either individually or in the context of teams.

Basically, performing a performance evaluation means that you are going to measure the performance of an employee or a team over a period of time.

The method consists of a systematic evaluation, carried out by the supervisors or superiors of the employees, which works as a barometer for the functioning of the organization . It is also a tool that allows companies to identify problems of integration, supervision, motivation and underutilization of the potential of their people.

On the other hand, it allows employees to see how their work is contributing to the company’s success and fits into its context, culture and mission.

It is also important to mention that performance appraisal should be oriented towards the future. This means that it must be based on actions to develop human potential within the organization.

In this way, the tool becomes an excellent way to increase productivity , improve the quality of life in companies and improve the quality of the work that is developed.

PERFORMANCE APPRAISAL EVALUATION METHODS

There are several ways to conduct a performance appraisal that are usually selected by the person performing it. Learn about the main performance evaluation methods that are developed in companies:

This is the evaluation method that has been increasingly used in companies in general. In the competency-based assessment, consultants identify (in the company and in the employees) evidence of performance and knowledge with regard to technical or behavioral competencies that are strategically needed for the company.

But why is this type of evaluation so important? Through competency assessment, the company will be able to direct its focus to the intended goals.

The objective is for the people management or human resources department to understand which skills employees already have and which skills are needed for the functions. In this way, they can adjust what they already have to what needs to be developed.

Have you ever heard of this performance appraisal method? It is also one of the most used in companies. In the 180 degree evaluation, the role of the Human Resources manager is to mediate the evaluation between employee and manager , which happens mutually, with extremely valuable feedback.

It is a type of evaluation that works as an opportunity to give and receive feedback, between leaders and followers. The objective is to be able to identify strengths and points of evolution, while also identifying the skills and talents of employees and the leader. For the results to be effective, the company must have fully efficient internal communication.

360 degree feedback is also known as 360 degree feedback and proves to be quite powerful due to the fact that it is provided by multiple sources.

So, if what you’re looking for is  complete feedback on an employee’s performance to then form a more in-depth assessment, this is the perfect type of assessment.

A 360-degree evaluation allows you to collect feedback from all quarters of the organization: managers, co-workers, customers, salespeople, employees, etc.

Although this form of assessment is a bit labor-intensive and time-consuming compared to other techniques, many employers prefer it because of the integrative and multidimensional character it provides to the assessment.

Ever heard of binary comparison? It means exactly the same thing: it is when a comparison is made between the performance of two employees.

The advantage of this method is that it is quite simple to put into practice and is suitable for small teams where there is a good level of internal communication.

In this type of performance evaluation, the employee has to evaluate himself and characterize his own performance.

Basically, they are encouraged to evaluate their performance, effectiveness and efficiency and after the analysis phase, the results are discussed with their immediate superiors. The objective is to develop a plan according to the less developed areas.

This is another very simple evaluation method that aims to monitor the progress of each employee in achieving the goals that are set for him and which, of course, contribute to achieving the company’s global goals. In an objective-centered assessment, the employer and employee must agree on the individual objectives set.

SOME COMMON MISTAKES IN PERFORMANCE APPRAISAL

Carrying out performance appraisals also reveals a number of details that can hamper their progress. These are the main mistakes when analyzing employee performance:

• Misapplied feedback;
• Lack of a properly qualified Human Resources team;
• Fear when pointing out some problems;
• Lack of memory (highlighting only recent events can be harmful to the analysis);
• Not addressing the professional’s career plan.

Performance appraisal can, when properly used, be a powerful management tool. However, it should be used strategically and thoughtfully, if possible, by all elements of the organization.

If you work in the civil service, know that the Integrated System for Management and Performance Assessment in Public Administration (SIADAP), was established by Law No. workers.