Economics/Business

What is Performance Assessment/Execution/Examples/Step of evaluation

For sure, you who work in HR have already heard about performance evaluation . It is a method adopted by many organizations to measure their processes. In other words, where they get it wrong and right, in order to seek improvements in the performance of a team. Performance Assessment

This assessment must be carried out periodically. After all, only with the results shown from time to time will a manager know how to improve the development of his team. And, in case failures occur, correct them. 

Various methods can be put into practice during the performance appraisal process. To help you better understand the topic, we have assembled this material with all the information you need. Keep watching and understand more about the subject. 

What is Performance Appraisal?

Performance evaluation is a tool used by HR to analyze the performance of a professional or a team. Therefore, it is something that can be used for individual or group assessment.

Through this assessment it is possible to analyze the technical and behavioral skills of an employee . In this way, it is possible to see if these competences are in accordance with the organization’s culture and what is expected to achieve the results. 

But remember that the performance evaluation must be carried out periodically to analyze a certain period. After all, only in this way will it be possible to follow the evolution of a professional or the entire team.

What is the difference between performance appraisal and performance appraisal?

There are those who think that the two assessments are the same, but they are not. They can be complementary, however, they assess different points. Performance Assessment

The performance evaluation considers the performance of each employee. That is, individually. Therefore, it assesses the set of behaviors that professionals need to achieve a goal or fulfill their demands. 

For example, a marketer needs several competencies that are essential in his role to fulfill his objectives and reach his goals. He must know the product, convey its message well, have good communication, creativity and others.

Therefore, it is understood that performance is the set of necessary behaviors that an employee needs to achieve their main objective. 

However, it also needs to perform well, which is the way professionals use to deliver their goals and results. Performance is how these actions are performed. So, the performance evaluation analyzes the professional’s resourcefulness, his results, but it can be of the whole team as well. 

Briefly, the performance evaluation verifies the behavior and performance of the professional towards their goals. But performance evaluation analyzes the results it delivers. 

Why should a performance evaluation be done?

As you have seen, there are differences between performance appraisal and performance appraisal. Therefore, it is important for a company to apply both analyses. 

The performance evaluation will measure the results of your employees, individually or collectively. This check will give the HR team a fully detailed view of each professional’s strengths and weaknesses.

Therefore, these data will give the company greater decision-making power, being more effective. In this way, it is possible to find ways of solutions to improve the quality of work of the entire team.

It is also a way to motivate and engage all professionals, retain talent and also identify the strengths and weaknesses of leadership. 

Performance Assessment Examples

Now that you understand what a performance review is, let’s introduce you to the existing types. Check out:

Performance evaluation

As we said, performance evaluation is complementary to performance evaluation. So it might be a good idea to start your assessment with her. Performance Assessment

Here you will analyze the skills and abilities of each professional, even their points that need improvement. Through this data, HR can see why some results are not being achieved as efficiently as expected. 

Nine Box Matrix

The Nine Box Matrix tool classifies professionals into nine distinct boxes. Through a graph, which must be formed by the horizontal x performance axis (current deliveries) and the y axis (future growth potential). This way, it is possible to cross the behavioral competences with the results and deliveries, giving a complete view to the evaluator and concrete data. 

When this type of analysis is put into practice, many companies also do succession planning. That is, for those who are able to be a manager, for example.

After all, the observation of the Nine Box Matrix allows the evaluator to see who are the most prepared professionals, who can be promoted in the future. 

OKRs

The OKRs are interrelated goals of an organization and can be achieved in a collective way or not. This technique breaks goals down into key results, to be calculated and tracked. 

This is the best example of performance evaluation, precisely because of its methodology. 

Step by step to perform a performance evaluation 

We have prepared a step-by-step guide for you to set up a performance evaluation in your company. Look:

make a plan 

A strategy always needs to be very well planned. In case of assessments, they also need this prior organization. 

As we have seen, there are several ways of evaluating performance and, therefore, different methodologies. The most used are:

  • 720 degree rating;
  • 360 degree evaluation;
  • Competency assessment;
  • Evaluation by objectives.

Within your planning, determine the frequency of this analysis. In other words, will it be monthly, weekly, semiannual or annual? This information is very important. Performance Assessment

However, we emphasize that the ideal is that the performance evaluation is not carried out in distant periods to better follow the evolutionary process.

Clear goals and objectives

Before evaluating an employee or a team, it is necessary to be clear about what the company expects from these professionals. After all, without this defined, there is no way to carry out any type of assessment.

Therefore, to be successful in this procedure, it is essential that the goals and objectives are very well defined. This from the macro business point of view and in relation to the expectations of each department. Furthermore, it is important that employees are informed about these points. 

Well-defined assessment metrics

What are the metrics that will quantify and qualify your employee’s performance? Some indicators you can use are:

  • Productivity;
  • Punctuality;
  • Attendance;
  • Deadline accomplishments;
  • Goals achieved;
  • Absenteeism.

measurement of results

After all the data collected, it’s time to take the assessment. After all, this pile of information needs to be transformed into actions and strategies to develop your entire team. So, be careful at this time and analyze all the points.

See if at a certain point there were similar responses. For example, if a performance was too low for all employees, the problem could be internal rather than individual. It can be lack of communication or noise in the messages when transmitting a training. Performance Assessment

Provide feedback to your employees

Fostering a culture of feedback within a company is essential for several aspects. At the end of a performance evaluation, feedback is essential. After all, this will help the employee or the team to better understand the points that need to be improved, as well as those that are effective. 

Therefore, the better and clearer the communication, the more efficient the work of all professionals. Therefore, feedback must be applied at all times to improve the relationship between manager and employee. 

Know your collaborators

Another important point to carry out a good performance evaluation is for the manager to know his collaborators well. A good solution for getting to know the professional up close is to carry out a behavioral profile analysis, as it will show you the employee’s strengths and to be developed.

Also, having a behavioral mapping of your collaborator in hand will give you a better understanding of the difficulties that he/she has. It’s a way to motivate you to improve these points, with specific training, for example. This will also make the relationship between manager and employee even better. Performance Assessment

After all, it is a way for him to see that the company respects him and wants to invest in him, enabling him to overcome his difficulties and leverage his strengths, thus making behavioral management possible .

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