Performance evaluations in organizations
This time of year, for many companies, is the time to conduct performance evaluations of their employees. Have you ever been evaluated? Have you ever had to evaluate? In this post we will try to summarize what cannot be missing in the evaluation of the performance of any company.
First of all, it is very important that the approach and its essence are well understood. It is an activity that is part of the companies' strategy, aimed at satisfying the needs of the company and the employee, and It is part of the professional career development program, which are a way to prevent worker burnout and inform them about the professional possibilities they have within the company.
The objective of performance evaluation is to identify the strengths and weaknesses of employees to make a career plan within the company effectively and have a reference on your performance. After this, it is important that the worker reflects on it so as not to lose focus on your strengths and be able to work on your weaknesses.
Steps prior to performance evaluation
It is essential that prior work be carried out by the HR department, in conjunction with Management and those responsible for each department, who are pending evaluations. In this process, the parameters that can be evaluated are monitored: objectives and competencies.
It is important to analyze the objectives that the worker had as a starting point at first, study whether they have been met or not, and why. Likewise, it is also necessary to review the pending and completed projects, their quality, the changes that have occurred and examine whether the evaluated person is responsible for these changes.
The most common thing is that the objectives and projects that the worker had as part of his job have changed over the months., due to socioeconomic, regulatory or competition developments. Thus, it is highly recommended, to make an evaluation that really serves to carry out professional career development, which in addition to the worker's objectives, transversal competencies are evaluated, or soft skills of the evaluated person and the skills or qualifications learned, or hard skills to evaluate the degree of learning in technical tools. Thus, a comparison can be made with those required in the company.
Evaluation phase
Once the evaluable parameters have been determined, the evaluation phase begins, which consists of a series of activities that encompass the worker's self-assessment and the evaluation by the company.
- The self appraisal: As the word indicates, it consists of the worker's assessment of his own activity, based on the parameters that have been determined in the previous phase.
- The evaluation by the person in charge: According to the previously established parameters, the manager evaluates his subordinate.
For the evaluation to be effective, it must be documented in writing and signed by both, but it is also important that there is communication between evaluated and evaluator and both know the colleague's impressions to take action and improve the quality of the work.
Based on the results of the evaluations, it is much easier to continue with the employees' professional development program, since very important aspects such as the improvement of conditions, internal promotions, planning the succession of possible vacant positions, etc.
Now it's your turn, how has it been managed in your company? Do you know of any platform to carry out performance evaluations? Do you recommend them? Tell us your experience in a comment!
