The evaluation of the work performance is one among the key systems for the management of the human talent of your company since it helps to align the plans of the organization with the individual objectives of the collaborators also because the way during which they achieve them. In short, implementing employment performance assessment is about optimizing the performance and satisfaction of your human capital.
Before completing an evaluation of labor performance, it’s recommended that you simply reflect on 3 important questions
1. Do your employees believe that the work done by the corporate is worth it which the individual work of every contributes to that?
2. does one have clear organizational values that you simply are constantly demonstrating?
3. Do your employees trust that if they are doing the proper thing, they’re going to be rewarded and recognized?
If in any of those questions your answer is “no”, it’s important that you simply concentrate to hunt to require advantage of those areas of opportunity and solve them before implementing the evaluation. How are you able to do it? We share 3 tips to counteract them and increase the probabilities of success.
• a transparent vision of the organization that’s shared together with your work team will bring clarity to the activities of the collaborators.
• it’s important to possess well-documented Key Values and Competencies.
• Formal and informal Performance rewards plan that are seen as fair, transparent, and consistent.
Steps to Implement Work Performance Evaluation In Your Company
1. Make the strategic definition of your organization
It is the primary step to define the bases on which the organization’s strategy is supported, during this process it must be determined:
a) Who are your customers ?: it’s vital to understand the profile of your consumers since they’re the that the efforts of the corporate are directed, so having the foremost complete information about them will assist you find the simplest thanks to satisfy their needs and be ready to plan the strategies to realize it.
a) Vision: it’s a press release that indicates where a corporation is heading, a glimpse into the longer term and what it’s like in 10, 15 or 20 years.
b) Mission: This statute is that the one that communicates the rationale for the existence of your company Performance, the aim that it had been created.
c) Values: These are elements of the business culture of every company which constitute the philosophy and way of working also because the way during which the people that add it conduct themselves.
e) Strategic objectives: Also referred to as long-term objectives, with them the organization seeks to realize certain long-term goals, which must be according to the mission, vision, values and strategy.
2. Concentrate the knowledge during a Balanced Scorecard
Once the strategic definition has been determined Performance, subsequent step is to translate this information into a Balanced Scorecard format . Having well-defined objectives, they need to be categorized consistent with this system in one among its 4 perspectives:
3. Fosters a culture of Administration by objectives
As we discussed within the article on the advantages of Balanced Scorecard, Management by Objectives may be a total management approach that seeks to supply employees with a vision, a start line and a goal towards which to direct their efforts , thereby achieving a meaning belonging to the corporate .
Some of the most advantages that Management by Objectives provides to your work team are:
• Clarity in objectives.
• Motivation for collaborators.
• More efficient execution of activities.
After having identified your strategic objectives and having translated them into a Balanced Scorecard, being according to the management by objectives approach, subsequent step is to cascade these objectives to the whole organization , for this the director assigns to every manager people who correspond to him. consistent with their area of operation and thus the method continues during a hierarchical manner, managers download the knowledge to their subordinates then on until they reach the whole team, thereby developing an alignment of the strategic objectives of the corporate together with your human capital.
4. Institutes the Administration by competences
Competencies are the “method” (functional competencies) to realize results, to understand if an employee does “fit” with the corporate (key competencies) and if they need the “potential” to be promoted (leadership competencies).
This management approach seeks to develop and cash in of individual and collective competencies in an optimal way, favoring the achievement of organizational objectives. By instituting this approach, you’ll maximize the performance of your collaborators , generating within the m the sensation of being recognized for his or her effort and motivated in the fulfillment of their tasks. within the same way, you’ll be ready to detect what areas of opportunity everyone on your team has and what skills they have to develop to advance to positions of greater responsibility within the company.
5. Design the flow of the performance evaluation process
It is essential that the objectives are established for specific periods of your time in order that they will be measured , counting on the requirements of your company these are often semi-annual or annual. within the same way, formal reviews must be scheduled, which may be adjusted to your company and administered monthly, quarterly, semi-annually or annually, while informal ones that are to watch a selected objective or project can only be administered . for eventuality.
According to experts within the field of performance appraisal management, a recommended flow for the evaluation process would be just like the following example:
Performance Evaluation Flow
If you think about it important for your organization, a collaborator from the human resources area may intervene within the process to ensure that it’s being administered consistent with best practices from both the boss and therefore the subordinate.