Register now or log in to join your professional community.
An effective evaluation of employees performance requires a comprehensive and continuous approach of processes that will help motivate employees to excel in his job, these involved skillfully setting objectives that is aligned to the organizational goals, constant coaching for commitment, recognizing and rewarding, evaluating performance based on set objectives and planning a career development. If an employee understand how his performance is being evaluated, he will be the one to set meeting with you the next time you have quarterly, semi or annual review.
In my opinion ask the employees to develop their PPP ( Personal Performance Parameters ) I have implemented this strategy and so far I have faced very few cribbing, when we announce rewards. Non performers generally quit themselves and committed lot strive for better performance next time.
Employee performance evaluation is a sensitive issue faced by all organisations. If the goals are set right half of the battle is won by the management. Hence, settings SMART goals and evaluating achievements through360 feedback is the approach to be taken for Evaluation Employee performance.
performance is judge on the their kra and kpi
and the tast he will complete in specific given time
Quantitative or qualitative data must be collected, reviewed, and compared with specific target benchmarks to ensure that performance is in line with the strategic business goals of the organization. Further, regularly scheduled performance evaluations should exist in order to define an individual’s current level of performance as compared to where his or her performance should be. Identifying these gaps through systematic review is crucial in optimizing an individual’s capabilities, knowledge, and skills.
Measurements that can be used include but are not limited to, managerial assessment, self-appraisal, and group evaluation.
Building PCP (personal career plans) for all employees. Of course, after building a company' hr training & development system.
It is easier, you will need to evaluated each employee according to his performances on a daily basis and see if his efforts are being utilized properly. Set targets to see if the employees can equally reach the set target.
According to my opinion and develop their PPP ( Personal Performance Parameters ) I have implemented this strategy .Non performers generally quit themselves and committed lot strive for better performance next time.
Evaluating targets v/s achievement----> evaluating behavioral aspects needs for current and possible future roles----> evaluating learning attitude----> evaluating overall fitment against Organization culture
Get Everyone Involved
"Every employee is evaluated on a quarterly performance plan. These plans are collaboratively developed at our quarterly company meetings, which means everyone knows about and provides input on each other's plans. They are kept in a shared file and tied to a company scorecard so we can keep each other accountable. Our staff has full transparency and knows how their performance will be assessed because they helped create targets and regularly discuss them with their manager and mentor."
The "Coin" Approach
"Wherever possible, we try to use the 'Coin' approach to measure performance. That means measuring both sides of the coin. For example, in a sales environment, it would mean measuring revenue as well as average profit margins; with customer service, measuring volume of calls as well as customer satisfaction. The key is to find the right mix where each key metric is balanced by an opposing metric."
Consider Core Values
"Our company recently implemented the Entrepreneurial Operating System (EOS) and found the scorecard method invaluable. Internally, we score our staff monthly, on how we're living out our core values. Annually, colleagues will score each other on how they are demonstrating these values. We also share them with our clients and ask to be scored on how well we are showcasing the core values. This method enables us to keep a finger on the pulse of our company culture."
Lunch Meetings
"I have been using a simple process with great success for the last few years. Twice a year, I schedule lunch with each employee. The CFO and I will go to lunch with the employee on the company's account. If an employee is managed by another direct manager, they attend, but are discouraged from talking. We provide a list of questions ahead of time and will discuss two more during the lunch. All we have to do is really listen, and act based on information."
In my opinion, the best way to evaluate your employees' performance, is by evaluating the satisfaction of your clients, and that of your own.
