Promote talent through performance evaluations

In an increasingly competitive business context, the evaluation of the performance of each worker has a higher importance. Therefore, in this article, from Pasiona we will provide the best advice to be able to carry out this function in the best possible way.

What is performance appraisal?

Most businesses set annual, semi-annual, quarterly, or monthly goals based on their volume of work. Therefore, each member of each team must be able to provide results so that the company can be profitable and increase its turnover. In this sense, one of the great challenges we have when leading a team is to evaluate the performance of each of the employees.

For this reason, before any type of incorporation, it is essential that the corporation offers an onboarding process that helps the new worker to be able to integrate. Likewise, in these first weeks, you will be able to learn about the business culture, the composition of the organizational chart and its daily tasks. Through this procedure, it will be avoided that the new ones can fall behind with the most veteran ones.

On the other hand, evaluating the performance of each member of a team will allow us to detect the most outstanding weaknesses that may be affecting productivity. Likewise, leadership problems in some areas, lack of training in some tasks, or other opportunities for improvement. Human resources departments should also use these assessments to understand the most talented staff for potential internal promotions.

How to carry out such an evaluation

Improving the well-being of the entire workforce must be a main objective in any organization. Currently, human capital is one of the most differential elements that we can find. Therefore, in this type of evaluation, workers must have the freedom to express themselves freely to give the company the maximum amount of information.

For this, there are different methodologies that we must take into account. One of the main ones is the self-evaluation where each one makes self-criticism and values their performance. However, the same criteria can be applied to evaluate direct bosses, teammates, as well as subordinates or clients.

It is essential that before starting these exercises, the company has established the SMART objectives that it wants to achieve with the performance evaluation. Once you have chosen the most appropriate method, you must carry out the evaluation and analyze the subsequent results.

Top tips for giving feedback to a worker

Once this evaluation has been completed, it is time to make decisions. In this scenario, the communication strategy plays a very important role if we want to build a team that is united and competitive. The same message given in a positive or destructive way can have very different consequences. For this reason, recognizing workers for good performance can have very interesting advantages for our brand. Some of the main tips that we should not lose sight of are the following:

1. Do not look for criticism and try to be descriptive

This type of message must be as descriptive as possible, and above all away from criticism. It is very important that the worker does not feel offended, since it can affect the work environment. The main objective is for him to understand the aspects that he has to improve, and especially how he can do it.

In this way, we will ensure that he feels as motivated as possible, and will also reinforce his commitment to the organization and all its stakeholders.

2. Focus the message on the strengths

When building this message for our employees, we must guide it towards positivity. It is much more effective in this line than when we focus on weaknesses. It is much easier for anyone to improve on what they do well than to try to reinforce what is more difficult for them.

Therefore, although the weakest aspects of performance should not be completely left out, it is important to add something positive to any feedback.

3. Carefully look for a good time to talk

The moment in which the performance of a worker is going to be analyzed also has its share of importance. Do not let too much time pass because it will lose meaning, but do not do it in a moment of stress either. For example, if there are very high work peaks, perhaps it is wise to let them pass before addressing this situation.

However, it is really relevant that the worker perceives the organization’s commitment to the well-being of the employees.

4. Align it with the objectives of the company

This message must also be fully aligned with the goals that the company sets for itself. This will reinforce the impact it can have on the mind of the employee. It is of little or no use to focus on aspects that are not of value to an organization.

Likewise, indirectly, it will also reinforce the cohesion and communication strategy that any type of business may have designed.

5. Find two-way feedback

Trust between the two parties is essential for this process to have a positive impact. Workers should not perceive this as an opportunity for their bosses to give their opinion. They, too, must have the opportunity to speak up and evaluate their supervisors.

In this way, the image of any brand becomes much more human and, therefore, is completely reinforced in the short and long term.

6. Do this process on a recurring basis

Once implemented, it is very important that the organization carry out this process periodically. It improves the performance of the workers, at the same time that it reinforces the work environment and the feeling of belonging of the entire workforce. For this reason, at Pasiona we try to generate the best employment conditions for all those who are looking for a new professional challenge.

In conclusion, performance evaluation is a fundamental part of team management. They contribute to meeting objectives and reinforcing performance and the work environment at all levels.