Performance evaluation methods
Performance evaluation methods are strategies that serve to measure success and identify areas of opportunity in an employee’s work. The result of these evaluations should be used to optimize their performance, or to reinforce their work and give recognition for their work.
What is performance evaluation and what is its importance for the company?
Performance evaluation is nothing more than monitoring through some available methodologies that allow you to assess the performance of the organization’s employees.
Thus, through it, it is possible to know how the team members are contributing to the business results. In addition, this assessment serves as a tool to assess the training and development needs of each professional or the team as a whole.
That’s because performance evaluation methods are an excellent strategy to identify the strengths and weaknesses of each employee. In this way, HR, together with managers and leaders, can develop actions and strategies seeking to improve the professional’s performance according to their behavioral profile .
In this sense, the company and employees gain in the medium and long term. This is because the employee will be better developed in their area of expertise and, as a result, the company will achieve the best results.
Currently, with the constant evolution of the people management area, there are several methods that can be used to assess the performance of employees.
But for managers and leaders to be assertive, it is essential that they decide for the methodology that actually matches the company’s culture , organizational environment, leadership style, among other characteristics that vary from organization to organization.
What are the main performance evaluation methodologies?
If you want to apply performance evaluation in your company in a way that it will really add opportunities for personal and professional development to your employees, get to know now the main methodologies that are trending in organizations at the moment.
This type of performance evaluation makes the employee analyze himself as a person and professional, in addition to his performance in front of the company.
It is an extremely important method to be applied, because, through this self-assessment , in addition to the professional being able to reflect on his/her career, the manager can also understand if the employee has an accurate understanding of his/her performance in the team.
But to put this methodology into practice, HR, along with managers and leaders, can prepare a questionnaire containing questions about the main difficulties in the organizational environment, opportunities they would like to have, challenges, career goals, among other topics.
Another management tool widely used in organizations to apply self-assessment is the SWOT analysis , which makes it possible to measure strengths, weaknesses, opportunities and threats in the work environment.
2-Evaluation by indicators
Currently, thanks to advances in technology in the HR area, there are several software with data intelligence that provide indicators that can measure employee performance. Among them are:
- Initiative indicator;
- Productivity indicator;
- Quality indicator;
- Customer satisfaction indicator;
The main benefit of this type of performance evaluation is that it is based on tangible data and not guesswork. Thus, the manager can offer constructive feedback to the employee, presenting reliable indicators. Furthermore, the employee will feel more confident in the assessment and in his manager.
3-360 degree assessment
This methodology is currently widely applied in the market, as it allows a broader view of the employee’s performance. In this type of assessment, employees receive feedback from their managers, leaders, teammates and even customers. Finally, the professional also carries out his own self-assessment.
To put the 360-degree assessment into practice, participants fill out a confidential questionnaire about their perceptions of the performance of the assessed professional.
Here, anonymity is very important , as it is a way to ensure that the answers are as sincere as possible. In addition, confidentiality allows for no embarrassment either on the part of the person evaluating or on the part of the person being evaluated.
4-90 degree rating
Unlike the previous methodology, the 90-degree assessment, also known in the market as direct assessment, is carried out by the direct manager, when he points out his perceptions in relation to his followers.
This performance assessment methodology is widely used in more traditional organizations, but it has been left out in companies that increasingly seek to carry out participatory management, as it is a unilateral method.
Generally, its application consists of a questionnaire in the form of a scale, in which the manager chooses, for example, a scale from 1 to 5, according to the employee’s performance level in each topic.
Despite being a practical assessment, in a corporate world, where employees increasingly want to feel part of the organization, it has not been so efficient, as it allows the point of view of only one side in the process.
5-Evaluation by goals and objectives
This type of performance evaluation is widely used in sales teams. This is because it is common in this activity that the manager stipulates a number of sales conversions and new customers within a certain period.
Thus, through indicators, as mentioned above, the manager is able to analyze the productivity and quality of the employee’s delivery. In this way, it identifies points in which the professional needs to improve and develop actions and strategies so that he can achieve high performance.
6-9 box evaluation
The 9 Box methodology was created in the 80’s, but it still proves to be a simple and assertive way to analyze the performance of employees in a very visual way.
It is a tool that consists of a matrix base formed by three different lines and three columns: the lines represent the potential and have the names, from top to bottom: A (high), B (medium) and C (low) ; while the columns represent the performance and have the names, from left to right: 1 (below), 2 (answering) and 3 (surpassing).
Thus, its objective is to understand the performance and growth potential of each employee . Thus, the 9 box methodology seeks to identify profiles that need to be better developed and also those that already have a potential beyond the organization’s expectations, with great potential for growth.
7-9 Solids Cultural Box
Thinking about optimizing the 9 box matrix, helping the HR sector, as well as managers and leaders in applying this assessment and obtaining reliable data based on this methodology.
Thus, in a simple way, it is possible to understand if the employee needs to develop their cultural fit, aligning it with the company’s or improving their talents to achieve the goals set for them, for example. methods
Furthermore, it is important to emphasize that 9Box Cultural provides a strategic analysis so that HR not only identifies high- and low-performing professionals, but also helps in other processes in the area, such as recruitment and selection.
This is because, with the data obtained through the tool, HR, together with managers and leaders, has access to data from all team members. Therefore, they are able to identify behavioral profiles that are lacking within each team so that they can reach their maximum potential.
Also, the 9Box Cultural
- enables fast and accurate analysis;
- simple to apply and totally easy to understand results;
- provides important information for better talent management;
- contributes to the strengthening of the company’s culture.