No matter how good the employees are, a manager must always seek to increase productivity and improve results. One of the main methods of helping professionals grow is through performance assessment, as it allows us to identify skills and behaviors that deserve to be improved, as well as qualities that have the potential to be reinforced.
Regardless of the methods or tools used to evaluate performance, the motivation and starting point must be the definition of clear objectives, which can be measured in a simple and assertive way. For example, issuing all invoices by the first business day of the month and closing 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 tasks are carried out and goals were met, performance evaluation must be carried out. See which methods are currently most used and how they work:
Assessment by superior
Most common and simplest method. As the name suggests, only the boss carries out the assessment and no one else.
Advantage
The fact that there is only one evaluator allows for uniformity between the criteria used in the evaluation.
Disadvantage
The employee may be harmed if the relationship between the pair is not good or the evaluator has a mistaken perception of the employee's performance.
Self-evaluation
This technique is divided into two steps. First, the employee reflects on their own performance. Then, he and his superior discuss the evaluated person's points of view.
Advantage
They propose 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 performed well and that we had not realized before the assessment.
Disadvantage
The results can be influenced by the individual points of view and interests of the person evaluated, which makes dialogue with the superior difficult.
360° assessment
It is the most complete method. All employees, regardless of their hierarchical position or position, are evaluators and evaluated simultaneously. To guarantee 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 entire team has the chance to improve their performance, including managers.
Disadvantage
This process requires a high level of professional maturity, especially from bosses and managers, who must be open to receiving criticism.
Conclusion
In performance evaluation, the method chosen does not matter, but rather consistency with the initially defined objectives. As a result, a list of actions that employees and the team must take to change certain behavior must be drawn up. 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 don't already use any method to evaluate your team, choose one of the existing methods, research and seek more information about this method or hire a specialized service. Be sure to implement performance evaluation in your company, as teams and professionals need to be constantly evaluated and challenged to seek new results to stay motivated and productive.
