Each type of performance review has advantages and disadvantages over the others. It is up to the person responsible for the evaluation process to measure which of them is most worth using, taking into account the company's objectives and values.
Generally, large corporations use the 360ยบ valuation method,
which you will see below.
Assessment by department – It may even be that each
organizational department chooses a different type of performance assessment,
more suited to the particular needs of the area. In any case, regardless of
which model is adopted, a mandatory concern for those responsible for
implementing/improving the performance evaluation culture must be to clearly
communicate to all employees how the process will be carried out and what the
criteria will be. Thus, injustices, complaints and dissatisfactions are
avoided.
Value anonymity – many employees – and even managers – may
fail to answer questions or even diminish their relevance for fear of exposing
situations that are not good for their image. This type of data is precisely
the type of information that will make all the difference when developing a
good strategy. So if anonymity can help the company find out more about what is
needed, the tactic should be used;
Make room for suggestions – allow evaluation participants to
better expose their thoughts, visions and suggestions for improvements to the
company, making room for more elaborate answers outside the traditional
structure to be presented;
Now that you know how to drive a performance review, it's
essential to know what methodologies are in place for this type of feedback.
people management
What are the types of performance appraisals?
In order to better assess your team members, it is necessary
to understand what the existing performance evaluation models are, and even get
to know your company's reality. Below are some examples of different types of performanceappraisal methods:
self-assessment : the employee assesses himself;
evaluation by
immediate superior : managers evaluate the performance of their employees;
evaluation by
competences : it is necessary to list the competences expected by each sector
of the company;
evaluation by
objectives : the team jointly creates an objective and goals to be achieved;
critical
incident assessment : detailed record of specific situations with employee
performance;
assessment by forced distribution : creation of performance categories and distribution of employees;
evaluation
linked to cost : analysis based on the cost-benefit relation;
180-degree
evaluation : the evaluation is carried out jointly by the evaluator and the
person being evaluated;
360 degree
evaluation : the employee is evaluated by colleagues and leaders, this is the
most common practice in the market;
performance
evaluation: in this model, the manager assesses how the team's deliveries are
doing, focusing more on their day-to-day productivity;
720th
assessment: still little applied, this methodology relies on the participation
of external interfaces, such as customers and partners — the result of NPS, for
example, can be a source of feedback from these stakeholders.
This description helps you find the best method for
performing a performance review. However, it is necessary to go deeper into the
subject so as not to make mistakes when giving feedback to your team members.
Competency Performance Assessment
As noted, evaluating only the results can provide a
short-sighted view to the HR manager, so it is also necessary to conduct a
competency-based performance evaluation. Every competence is divided into three
main areas: knowledge, skills and attitudes.
Knowledge represents theoretical knowledge, or rather, what
each professional has studied and knows at an intellectual level. It would be
impossible for a lawyer to have a high performance if he did not know the rules
of the 1988 constitution, for example.
Professionals also need to know their functions, the
company's standards and the products they sell.
hard skills (technical skills)
Attitudes, on the other hand, represent what professionals
do on a daily basis. Every employee needs to have positive attitudes that
benefit the company and their co-workers. It is possible to highlight: honesty,
commitment and punctuality. Thus, great results will be achieved.
Errors in performance evaluation
Now that you know the main points of performance appraisal,
it's important to be aware of common mistakes in appraisal to avoid them! To do
this, we have separated for you the most common mistakes that happen during
performance evaluation. Check out!
Never perform performance appraisal
The main mistake is not doing the performance evaluation.
Even with the formalized and structured process, many managers do not
understand the value of the assessment and do not sit down with the teams to
discuss performance, causing a lack of company engagement with the action and
generating poorly thought-out responses that do not reflect the organization's
reality.
be very shallow
Making a superficial assessment is even worse than not doing
it. The frustration of a generic feedback, without details of strengths and
negatives of each employee, or at least of each team, that is, it totally loses
the sense in evaluating each employee. It is important that assessments are
detailed, citing as many real examples as possible to support opinions.
it's all perfect
It is common to find managers with difficulty in negatively
evaluating employees. It is necessary to endorse the importance of an honest
assessment and reinforcements about its purpose to get quality answers.
A great tip to get around this situation is to take a course
in non-violent communication. Thus, the leader learns the best way to
communicate news that can be received in a negative way.
Evaluation of recent facts
If you are evaluating your employee in a quarter, you need to
consider everything that was done in that period and not just in the last week.
Don't fall for this misunderstanding.
It's hard to remember all deliveries made by an employee by
heart, except when they're very prominent, both positive and negative. Therefore,
it is necessary to ensure that activities are controlled.
Not recognizing hard work
Make it clear that you recognize when someone is breaking
down, filling gaps in the company, and even sacrificing their personal life for
the business. It is necessary for leaders to recognize this during performance
appraisal, making clear their gratitude and predictions for improvement.
Do not ask about the career plan
The employee expects his superior to discuss his career
plan. Talk about possible promotion opportunities in the near future. Ask if
the career the company “set apart” for him makes sense with his personal
ambition or not. Performance appraisal is the time for that.
Halo and horn effects
emotional intelligence
Fatigue
It is a fact that the productive routines of organizations
are accelerated and demand a lot from professionals, isn't it? It's natural to
be more tired in a few days. However, this directly impacts its performance and
even its relationship with the interfaces. Now, imagine performing a
performance review when you're fatigued?
In addition to conveying a negative perception to your team
member, the chances of this moment being something that adds value to the
employee are minimal. The ideal is to schedule the assessment at a more opportune
time, preferably, set aside a week with fewer meetings and appointments for it
to be done.
Lack of constructive feedback
Feedback is a tool that should be used for the purpose of
developing people, not discouraging them. Therefore, when carrying out the
performance evaluation, it is essential that the manager, in addition to
presenting the employee's gaps, helps them to trace a path to improve their
performance.
Thus, the use of non-violent communication is essential when
giving feedback. Once again, a true leader needs to leverage their
interpersonal skills daily to gain the trust of their followers and be a
reference.
There are many professionals who spend years in an activity
and produce almost nothing, reflecting the lack of alignment with the function
or company in general.
Therefore, it is necessary to carry out the performance
evaluation to identify what needs to be changed, or even if the professional
should be allocated to another function.
About Us
Team performance
evaluation
Of the types of performance appraisal, this method is
similar to self-appraisal. However, it involves the entire team, that is,
everyone participates to check the results presented and the points that need
to be improved.
The assessment made individually is important for the team's
development, because each one has personal characteristics, however, when
analyzing the team, there is a great opportunity to improve the group's
performance.
Still, when evaluating the set, it is possible to make
adjustments and analyze the strengths and weaknesses of each team, in addition
to improving the work flow, improving everyone's relationship and, above all,
communication.
Assessment by
critical incidents
Finally, this type of assessment consists of a detailed
record of situations among employees, especially if, at the time, they acted
very positively or negatively. In order to be successful, it is important that
the manager responsible for the analysis is judicious in keeping the history of
actions that can be configured as critical incidents.
Also, it is possible that some managers make comparisons of
employees with past years, so it is unnecessary that all events are noted at
the time they occurred, whether made by the evaluator or by the evaluated
employee. When documented later, it can detract from the action, as significant
details can be forgotten later.
Some disadvantages of this method include long evaluation
time, which leads to delayed feedback and overall improvement. Furthermore, it
causes difficulty in comparative analysis.
As you can see, there is no lack of models to be adopted on
a day-to-day basis by companies interested in following the development of
their teams more closely. The important thing is to choose one of the types of
performance evaluation according to the business culture. From there, the
operation is able to improve its internal policies and improve the organizational
climate .
Did you like the content about types of performance
appraisals? Enjoy your visit and also read about the feedback: fundamental for
the development of teams .
What is Performance Assessment
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