What's In For You


What is performance evaluation?
When subject is people management one of the most important and spoken topics is performance evaluation. It is one of the main management tools aimed at analyzing the performance of a particular person or group of people (usually in an organizational environment).
It is worth remembering that  performance appraisals can be both in the management of people and in the analysis of the company's financial results. In this post we will focus on methods, types and how to do this analysis . Human resources .
Why evaluate performance?
After a solid end point where you can promote a meritocratic environment where decisions (promotions, rewards and bonuses) are based on personal performance to develop your employees as a whole and motivate But the bus is also good for the company.
Also, knowing that your employees need to improve will help you a lot in setting up development plans.

Types of performance evaluation
There are several types of performance evaluations, including analysis of the individual and performance of the company overall.
Staff performance evaluation
Performance evaluation of personnel is the process of analyzing the performance of employees of a company over a set period of time. Aspects related to the technical domain of activities, relationships with superiors, associates and clients, and business currency can be evaluated among others.
A successful method is able to align the objectives of the workers with the organization, as well as to foster interaction and mutual trust between different hierarchical levels, providing space for the exchange of responses. You can also identify problematic situations in the work environment, which can be corrected accordingly.
Benefits:  An individual analysis will always be more equitable and focus on the right points to develop from the employee. At the discretion of this process the evaluator and collaborator feel more willing to exchange information.
Problems:  An appraiser is responsible for multiple team members. One problem is to find a place to evaluate them one by one on the agenda. If there are multiple evaluations, the evaluator may end up losing focus on the process.
Light Tips:

  1. Repeated processes occur throughout the year. In this way, each assessment will have a different evaluation date and meetings will be diluted on the agenda.
  2. Divide your teams further. They can also be older, but appoint older or more accountable members to assist the managing director in the process. In this way, you make it more likely to be an evaluator.