5 main performance evaluation methodologies – WAU
Performance evaluation methodologies are a resource widely used by companies that constantly seek improvements in the performance of their employees. After all, based on the correct execution of some concepts, it is possible to measure the performance of employees and, thus, identify possibilities for growth.
Improving the performance of professionals who are part of the structure of your area or company is the dream of any manager, right?
After all, with so much competition in the market and an increasingly demanding consumer, training your team in search of a better performance in the company’s day to day becomes essential.
Therefore, it is necessary to know and apply some performance evaluation methodologies within your organization in order to increase the productivity of professionals and, consequently, achieve better results. There are many methods used and, therefore, you can choose the ones that best fit your organization’s profile.
How about, then, knowing more about these different methodologies and understanding what the impact of this practice is within your company? To do this, just continue reading this article and answer all your questions on the subject: from the most common mistakes to best practices. Check out!
What is and what is the objective of performance evaluation?
In short, performance appraisal is the job of defining the relationship between what is expected of a particular employee and what he has delivered. That is, from the analysis of the employee’s behavior, it is possible to better identify what he is producing and how his work was done.
The resource is also important to define, for example, if an employee or a team managed to achieve the goals and objectives set for a given period.
Therefore, the different performance evaluation methodologies aim to provide valuable information for the Human Resources.
Thus, the assessment is no longer based on numbers alone and covers other factors, generating a more accurate result in relation to the performance of an employee or a team. HR work becomes more precise and, consequently, employee development happens in a more natural way.
The objective of performance evaluations is, therefore, to be able to identify more precisely what are the points that need to be improved and those that are already resulting in satisfactory numbers. All of this directly contributes to improving the company’s environment and putting a better job into practice.
Thus, if you seek to manage your team in a way that it delivers the expected results, this work involves the correct use of different performance evaluation methodologies. From them, you will be able to establish a dynamic that favors the work environment and, of course, the team’s performance.
What is the impact of this practice within your company?
Measuring the performance of your employees is not a simple task to do and, therefore, it is essential to establish the practice of performance management within your organization. The impact of this application is clear within any company, generating better results on different fronts.
Therefore, we list some of the main positive impacts generated within an organization when adopting different performance evaluation methodologies. Check out!
Meet your employees
Only with a thorough evaluation is it possible know who your employees are, theThat is, what is the profile of the employees who are in your company. In this way, the relationship between organization and employees can be closer and more efficient, bringing the two parties closer together.
This can also serve to generate greater motivation and satisfaction within the team, contributing to the establishment of a much healthier work environment.
You get to know who is standing out regularly and which employees need more support.
Identify points for improvement
Get to understand what are the strengths and weaknesses of those who are part of your team is fundamental. Only then is it possible to identify ways to improve the work done. The goal of performance evaluation, after all, is to find ways to achieve better results.
With this, the manager can determine what actions will be put in place to achieve a better performance for his employees. Whether through courses, training or even a sector change, you have the resources to improve your organization’s performance.
Today, accuracy is an increasingly important factor for the success of any company. By getting to know who works with you in depth, it becomes much easier make informed decisions about employees. Following the performance of each one, it is possible to get the best out of your team.
In addition, the constant performance of performance evaluations also reflects the work done by managers. After all, it is possible to know how employees feel in relation to their superiors in the company hierarchy, allowing self-knowledge in search of improvements.
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What are the 5 main performance evaluation methodologies?
Now that you understand the advantages of applying this concept within your organization, how about getting to know your options better?
For this, we have separated the 5 main performance evaluation methodologies. Just read and choose which options best fit your company profile!
1. 360 degree evaluation
The purpose of the 360-degree Assessment is to present an overview of the performance of each employee. All employees are evaluated and also evaluate their colleagues and supervisors.
That is, all components of a team participate, in addition to the optional participation of customers and suppliers.
As everything is done anonymously and employees at different levels evaluate each other, the tendency is for the Human Resources sector to have a complete report in hand, with really useful information and that can talk a lot about the performance of each employee.
2. 90 degree evaluation
Unlike the previous item, this methodology is much simpler to apply and, consequently, does not provide the same amount of information about the performance of employees. With the 90 degree rating, the manager of an area analyzes the work of each subordinate.
Despite being a practical method, the main disadvantage is the tendency of a partial result, after all there is only one evaluator in the process. The advantage is, therefore, the practicality of this methodology, while the main disadvantage is the unique view of evaluation.
Self-assessment is one of the oldest methods and, without a doubt, fundamental in the search for improvements within an organization.
In this process, the employee himself performs an analysis of his performance in the work environment, which can provide great information when analyzed together with the other methodologies.
4. Evaluation by indicators
Currently, the amount of information and metrics is enormous and, therefore, it is possible to use it even to decipher the performance of each of its employees. With the evaluation by indicators, the trend is an accurate result, based exclusively on previously established parameters.
The HR professional can, together with the area supervisor, define some important indicators and that show employee performance, from customer satisfaction to the employee’s attendance level. Unlike other methods, this process is based on data and information, not just the opinion of other components.
5. Evaluation by goals and objectives
Despite being somewhat similar to the previous item, this methodology does not focus on indicators, but on the compliance with the goals and objectives outlined initially. Within a sales team, for example, a number of customers can be stipulated to be approached or even converted.
This is another method that serves as an excellent complement to other processes, contributing to an even more complete view of your team’s performance.
What mistakes cannot be made during this process?
For performance evaluation methodologies to be truly effective and generate results and valuable information for your company, you need to be very careful with some factors. Check, then, the mistakes that cannot be made.
Lack of qualification
The performance evaluation process goes directly through qualification of the Human Resources team. They are responsible for conducting the entire process and, therefore, it is essential to have professionals who already have experience in the subject and can carry out truly productive evaluations.
Feedback is the key to making a performance appraisal truly effective. The manager has the function of passing on to the evaluated the positive and negative points of the analysis, in addition to highlighting the paths to be followed so that he can improve his performance.
Don’t be totally sincere
For fear of creating malaise within the team, the evaluator may not want to address issues where the employee performs poorly.
This can harm the entire evaluation process, after all, it will not pass reality for the employee to try to improve his work.
Performance evaluation, when done correctly, is an excellent tool for good performance management of your team. Knowing personally each individual who works on your team makes it possible for you to extract from each one the best they have, providing growth for them and for your business.
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