As better as employees, a manager should always seek to increase productivity and improve results. One of the main methods of assisting professionals to grow is through performance evaluation, as it allows us to identify skills and behaviors that deserve to be improved, as well as qualities with the potential to be reinforced.
Regardless of the methods or tools used for performance evaluation, motivation and starting point should be the definition of clear objectives that can be measured simply and assertively. For example, issue all invoices until the first business day of the month and close the product cost report on the first business day of the following month, the more practical and direct the objectives, the better the evaluation.
Based on the analysis of when, how and in what ways the tasks are performed and the goals have been met that the performance evaluation should be performed. See what are the most used methods today and how they work:
Superior assessment
Most common and simple method. As its name implies, who makes the assessment is only the boss and no one else.
Advantage
The fact that there is only one evaluator allows uniformity between the criteria used in the evaluation.
Disadvantage
The employee can be harmed if the relationship of the pair is not good or the evaluator has a mistaken perception of his employee's performance.
Self -evaluation
This technique is divided into two steps. First, the employee reflects on his own performance. Then he and his superior argue about the appraised points of view.
Advantage
They propose a self -reflection, an exercise that allows us to think about our performance and identify both skills that need to be improved and tasks that are being well performed and we had not realized before the evaluation.
Disadvantage
The results can be influenced by the individual points of view and interest of the evaluated, which makes dialogue difficult with the superior.
360 °
It is the most complete method. All employees, regardless of their hierarchical position or position, are evaluators and evaluated simultaneously. To ensure the validity of the method, it is necessary to maintain the anonymity of those involved.
Advantage
Employees have the opportunity to freely evaluate the performance of their superiors, which makes the process very rich because the whole team has a chance to improve their performance, including managers.
Disadvantage
This process requires a level of high professional maturity, especially heads and managers, who must be open to receive criticism.
Conclusion
In the performance evaluation, the method chosen, but to cancencies with the objectives initially defined. As a result, a list of actions that employees and staff should practice should be prepared to change certain behavior. For this process to become more effective, the performance of the proposed tasks must be monitored by managers and considered in future evaluations.
If you do not use any method to evaluate your team, choose one of the existing methods, search and look for more information about this method or hire a specialized service. Be sure to implement the performance evaluation in your company, as teams and professionals need to be constantly evaluated and challenged to seek new results to remain motivated and productive.
