How to get the most out of the Performance Evaluation

How to get the most out of the Performance Evaluation

Performance evaluations are tools that allow us to identify and direct the employees through transparent feedback processes. Among many of its other benefits, evaluations serve as motivation to increase the employees’ productivity.

Once you have defined the standards on the performance evaluation, and when all the employees have completed the surveys, the evaluation would be preceded by reviewing and monitoring, and so, it is important to give them a correct follow-up which includes these processes:

1. Analyze all the results: once the evaluation is carried out, we must analyze the individual reports, as well as the organizational ones. The purpose of this process is to identify which aspects that one has better performance, which the strengths and weaknesses that we find most, and what average score we obtain in each department.

With all the information we obtain, we can design a much more complete and useful strategy for the organization at all levels. Also in the individual reports, we must identify the strengths and improvement points to communicate them to each person evaluated in the feedback meeting.

2. Offer agile feedbacks: The sooner we communicate the results to each employee, the sooner they can react and get started to improve and work on the following objectives. It is important to ensure that all employees understand that we try to provide solutions, as well as where each score comes from; in terms of the listed strengths and weaknesses.

3. Share the overall results: it is essential for each employee to visualize the overall performance and identify which of their objectives are well-aligned with the company’s strategy. It will also to encourage them for self-reflection, and joint improvement with the management; allowing them to see how they are contributing to the overall objectives of the organization.

4. Identify weaknesses and see them as areas of opportunity: These strategies allow us to see what activities or procedures we can carry out to improve the employees’ weaknesses.

5. Create individual action plans: each objective of improvement can be divided into small actions so that these goals are more manageable and easy to be achieved. We will have to follow up on each of these milestones and verify progress. It is important that the objectives be realistic, specific, attainable, and measurable as well as aligned with the organization.

6. Follow-ups: All employees and, especially, those who scored lower on the performance evaluation, need the attention of their managers. Poor performance can be due to different causes: a downturn in mood, lack of motivation, the need for a change of tasks. It is about finding out what is going on behind the curtains, to be able to achieve improvements.

7. Re-evaluation: Once we have carried out all improvement plans, it is time to re-conduct an evaluation. Continuous feedback is necessary for talent management.

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