What are the most commonly used performance appraisal methods?
But how to get performance reviews right? Well, you have to use the right methods! That’s why we’ve brought you a list of some of the main options below.
This is a good practice to promote reflection in your teams. In self-assessment, employees themselves must analyze their performance appraisal methods, identifying strengths and areas for improvement. The evaluation is carried out according to pre-defined criteria, such as daily activities, established goals, among others.
It is critical to make it clear to employees that they can be honest as they will not be harmed by giving negative reviews. Explain that the intention is to help in their professional development and in the optimization of the company. It is interesting to combine this practice with other methods, for a more complete performance appraisal methods analysis.
In this model, each employee is evaluated by management, leadership and their co-workers, as well as evaluating themselves, their managers, leaders and subordinates. This is where the name 360° Assessment comes from , as the analysis is done from all sides appraisal methods. This is a way of evaluating the performance of the defined criteria based on various points of view, which helps to make the process more complete.
However, care must be taken: the evaluation will be carried out by people who are close on a daily basis, which will likely be influenced by personal and non-professional opinions. Be aware of this fact and encourage employees to be very objective, analyzing with a certain distance appraisal methods. Also, it is a good idea to reconcile this model with other methods, to be sure about the results.
Evaluation By Objectives
This evaluation model is based on the achievement of the objectives defined for an employee. You need to consider your commitment and results, but also external circumstances that may have interfered with your tasks.
An employee’s objectives are defined together with him and his management, and must be aligned with the company’s goals appraisal methods. It is also essential that they are measurable and possible to achieve within the proposed period, so as not to overload your teams and not harm your performance evaluation.
For a company to work well, you need to define essential competencies and skills for each position and department, right? This includes technical and behavioral aspects, which must be aligned with the functions of each vacancy.
The competency assessment is performed appraisal methods based on how well the employee has met these requirements within the proposed period. From there, it is possible to observe demands to strengthen teams, such as training to develop some skill.
It is also worth remembering that some companies choose to divide this model into three categories. The first refers to knowledge and cognitive skills about something. The second refers to skills and “know-how” appraisal methods. The third refers to attitudes and motivation. With parameters like this, it can be easier to evaluate.
In addition to taking each employee into account separately , it makes all the difference to evaluate the entire team. After all, the company doesn’t work so well if group work is not flowing.
Teams are also evaluated according to pre-established criteria, such as the necessary competencies, defined goals, communication, workflow, etc. Based on these analyses appraisal methods, it is possible to think of strategies to improve relationships and the organizational climate, for example.
Assessment by graphic scale
This is one of the more traditional performance appraisal models. In it, a document divided into horizontal and vertical columns is used, containing the criteria that will be analyzed (attendance and teamwork, for example) and value scales (such as bad, average and good).
It is an easy and very objective method, the results of which should lead to further analysis. It is very important to combine this tool with other models, to avoid too shallow evaluations. However appraisal methods, it’s a great complementary technique and doesn’t need to be ignored.
Finally, it is essential to remember that leadership performance must also be evaluated. After all, leaders have great responsibility for the performance of teams, right? They influence communication, interpersonal relationships, motivation and even the well-being of employees. So, they cannot be left out.
The evaluation can be done by the employees and superiors of the leaders to be more complete. Based on the results, it is possible to provide feedback to optimize leadership, improve your relationship with employees and optimize other pre-established aspects.
These are some of the most common and efficient performance appraisal methods for companies. They make all the difference to optimize results and develop the business and employees more and more. Thus, it is very important to perform them regularly and use them in your strategies . Also, be sure to communicate the results and intentions to all those involved, in an appropriate and empathic manner. This strengthens the company’s transparency and professional engagement.