Worker performance assessment is vital for any company that wants to control the level of internal productivity. It is particularly useful for analyzing whether the employees' goals have been achieved or not and to be able to make decisions that allow the worker to continue working and achieve the desired results.
By performing a performance evaluation on a regular basis, aspects such as salary increases, internal promotions or the provision of social benefits to employees can be planned in advance to achieve the previously established goals.
The 3 bases of performance evaluation:
- How to make an assessment of work performance;
- Common evaluation errors;
- Why to evaluate the staff.
KEY POINTS OF PERFORMANCE EVALUATION
All performance evaluations should be oriented to these 3 basic principles:
- The KPIs to be measured must be based on information and data relevant to the work to be evaluated.
- Employees must know the objectives to be measured.
- The assessor should be the mentor who helps employees improve.
METHODS OF EVALUATING WORK PERFORMANCE
There are several standardized methods or forms of employee evaluation:
- Evaluation of a supervisor: conducted by an executive or superior who knows the employee, his / her performance and the functions to be performed.
- Self-assessment: as the name suggests, it is the worker himself who evaluates his performance and proposes new ways to improve himself.
- Peer review: conduct among colleagues in the same position.
- Evaluation of employees: in this case, it is the subordinates who value their superior.
- Evaluation by the customer: the customer evaluates the work of the employees with whom he is in contact.
- 360º evaluation includes all previous methods. It is much more complex and takes time and analysis power.
- Automated assessment: the worker is evaluated through an IT follow-up. A bit intrusive, you must always have the authorization of the worker.
COMMON ERRORS IN ASSESSMENT
Once you have chosen the method to be followed and applied the necessary measures to perform the performance evaluation, it is necessary to analyze the information and reach a conclusion.
Some common mistakes that can lead to irrelevant conclusions in the performance study are:
- Do not have clear and defined goals before starting the evaluation process.
- Not knowing the employee or the person to be analyzed.
- Do not propose solutions to improve performance and achieve new goals.
- Concentrate the assessment only on negative points.
BENEFITS OF EVALUATING THE PERFORMANCE OF YOUR BUSINESS
- Improve productivity: through the actions and proposals that emerge from the evaluation, it is possible to improve the productivity and the predisposition of the employee.
- Establish remuneration policies: the assessment allows for the establishment of adequate remuneration policies for each team with which to encourage the achievement of objectives. Many companies offer variable benefits or salaries depending on the objectives achieved.
- Improve promotion policies: with the evaluation, you will be able to make decisions about the professional possibilities that one or more employees can choose.
- Identify errors in the position: the performance evaluation can show possible errors in the design of the position of the worker, such as tasks for which the person is not prepared or should not perform.
- Mitigate external agents: sometimes an employee's performance can be influenced by external factors, such as family, health, money, etc. If these factors arise, your company can help you. A specific case is the arrival of a new family member. A company can offer childcare checks for employees who have just become mothers or fathers at no cost to them.