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What can’t be measured can’t be improved. what percentage times have you ever heard a phrase almost like this in lectures and workshops? this is often the standard case of a cliché that contains great wisdom. After all, to market the continual improvement of a corporation , aligning it with its purposes , it’s essential to stay to performance evaluation methods.

If you would like to map things of your company, monitoring and supporting the performance of your employees, also as improving process flows, inspect below what we’ve already learned about performance evaluation and the way it can assist you during this mission .

Understand The Role Of Performance Appraisal Methods

The performance evaluation methods contribute tons to the engagement within the company , because the collaborators know that their performance is being monitored. additionally to the change in posture resulting from power relations, a more impartial observation of one’s own attitudes, in fact, induces reflections.

If you’ve got ever been to a therapist to realize different perspectives on situations, you ought to be conversant in this process. After all, once we are immersed during a single point of view, we face difficulties in adopting a critical position that leads us to new possibilities for acting.

Since performance appraisal methods put pressure on teams, it’s vital that they’re amid recognition policies. Thus, employees see constant improvement as a gain for them, not only for the corporate . The evaluation requires that managers understand well what the judgment criteria are, what the objectives of the performance evaluation are and the way to form a more objective analysis. Performance indicators can help during this mission, as they establish study parameters and facilitate the measurement of results.

Discover 6 Performance Evaluation Methods

Depending on the dimensions and objectives of your company, there are variety of methodologies which will assist you diagnose your company’s situation and promote a more accurate analysis of how your employees and flows operate. Below, we present a variety of the foremost applied methods on the market.

1. Self-Assessment

Asking an individual to rate themselves seems imprecise and biased, doesn’t it? However, this sort of assessment allows the worker to possess a flash of reflection on their own conduct, providing a chance to know how the person sees himself. With this data in hand, it’s possible to organize suitable counterpoints to offer adequate feedback.

The self-assessment is administered in two stages. First, the respondent answers a questionnaire that permits them to reflect on the strengths and weaknesses of their own performance. Then, the worker sits down with the superior to know what their successes are, what are often improved and the way to enhance .

It is important to recollect that this feedback must be respectful, providing space for the worker to precise themselves and see possibilities. during a reprimanding tone, it only holds back development. When the worker recognizes their improvement points, it becomes easier to involve them within the improvement process.

2. Team Evaluation

The sum of your team’s efforts also must be evaluated. Ideally, this assessment should accompany the self-assessments, in order that individual actions are contextualized and worked for the advantage of the collective.

When lecture employees, attempt to align all the details of feedback, putting them in context. List strengths and weaknesses of the team’s work in order that they feel their efforts are being recognized.

Try to not make individual accusations. After all, especially when evaluating a team, work must be seen because the results of a process flow. If more serious situations occur, like friction between employees, ask these people separately.

3. Graphic Scale

This is one among the only and most traditional assessments on the market. In it, we created a sort of columns, organized as follows: in the first column, we insert the variables which will be evaluated, like attendance, creativity, punctuality, teamwork, among others; in the others, we insert the values of every variable, assigning grades from 0 to five or working with a scale of very bad, bad, regular, good or excellent.

Easy to form and straightforward to see , the graphical scale is beneficial for a more superficial stage of benchmarking. this is often because, with few values or no opening for qualitative assessments, it doesn’t leave deeper analysis. Therefore, it’s important to mix it with other methods.

4. Forced Choice

This method of evaluation is additionally quite objective. In it, we insert a series of strategic statements about employee behavior into a form, which can include:
In front of every of those statements, we insert a + sign (used for those with which the worker identifies or approaches) or – (in statements that deviate from the employee’s profile). The clearer and more objective the statements, the higher the reliability of the method .

Like the graphical scale, this assessment method must be combined with others to supply a reliable picture of your company’s situation.

5. 360 Degree Evaluation

As the name well implies, the 360 degree assessment is taken into account to be one among the foremost complete. It involves everyone involved within the work routine within the process, in order that the considerations between the appraiser and therefore the appraisee are compared. Feedbacks, thus, undergo discussions and mediations that enrich them.

Conducted correctly, this assessment contributes significantly to the health of the work environment, as people have the chance to supply clarification, gain more understanding, and invite and offer help.

6. Skills Assessment

Going beyond performance, this assessment considers three basic factors, summarized within the acronym Initially, the worker fills out the shape as if he were getting to perform a self-assessment, indicating which skills he has and which of them got to be developed.

The manager then gives feedback on the responses. during a third moment, the manager and therefore the employee draw an action decide to improve whatever is important .