Did you know that there are different types of performance appraisal? Working with people management is, without a doubt, something complex and requires knowledge. For this reason, it is essential to use different tools that help analyze the current situation of the company and identify the points that require greater attention.
The methodologies that evaluate the performance of employees and managers are important, as they help the organization to obtain answers based on palpable parameters. In other words, they make sensations and impressions become numbers and percentages to be worked on in a punctual and accurate way.
If you want to adopt a more strategic and efficient people management, this article will be of great help. In it, we will show the main types of performance evaluation, explaining how each of them works and what are the benefits of adopting them in your company. Enjoy the content!
The most Efficient Types Of Performance Appraisal
Evaluating the work over a semester or year is essential to know mistakes and successes — and also to act strategically on them. To analyze the performance of employees, there are numerous ways and tools, of which we will list the most relevant below.
Self-assessment is quite simple. In it, the employee must reflect on his performance over the period to which it refers and honestly say what he thinks about his results. It is an excellent opportunity for him to get to know himself as a professional and find his strengths and weaknesses, which must be worked on for correction and professional evolution.
Team performance evaluation
Team performance appraisal is similar to self-appraisal, but involves the entire team. Therefore, everyone should get together to check how the results were presented and what points to improve. Using brainstorming at this point helps a lot to identify issues and find the best solutions.
Evaluation By Immediate Superior (Also Direct Evaluation Of The Employee Or 90º Evaluation)
Another of the most important types of performance evaluation is by immediate superior. In it, the employee is analyzed directly by his manager, the one who monitors his tasks daily.
However, this evaluation is only really efficient when there is a real proximity between manager and employee. If this prerequisite is fulfilled, it is possible to count on a guarantee of regularity in the evaluation criteria, more effective communication between the parties involved and accurate and objective feedback.
It is important to note, however, that, depending on the type of leadership, this may result in partial data. Thus, it is good to ensure that the assessment is carried out in teams that really have a relationship of trust and security with their managers.
It is worth noting that employee evaluation is the most traditional. After all, nothing is more common than the scenario in which the employee is analyzed according to the view of his immediate manager, right? This method involves observing and noting their behavior with regard to the performance of their tasks and their relationship with teammates and superiors.
Management Performance Evaluation
Feedback is important to all employees, including leaders . Therefore, the evaluation of management performance is indispensable. Aspects such as clarity of planning, feasibility of necessary resources and quality of access and communication are addressed in this model.
Analyzing employee satisfaction can be very revealing, as it brings up their dissatisfaction with the work environment and interpersonal relationships. Taking into account the opinion of employees not only allows the weaknesses of the sectors to be identified, but also helps to engage them with regard to the corporation.
Joint Or 180º Assessment
The 180º assessment is carried out in a format that allows the manager and employee to analyze the issues together. In general, it is like adding the self-assessment and the 90º assessment to carry them out at the same time. It is a widely used practice, as it enables a valuable exchange of information between leaders and their team. It is also a good opportunity to strengthen relationships and redefine goals and plans.
Competency-based assessment is aimed at analyzing employee performance in relation to what the company expects from someone who occupies their position. It addresses two types of core competencies.
The first is behavioral, which generally has the same requirements for all company positions and is linked to organizational culture . The second is the technique, which varies in each position. It checks if the person has the necessary knowledge and skills for the development of their activities and how much they have sought to evolve over time.
Evaluation By Objectives
Evaluation by objectives is a little different from the others. While most are longer and involve the entire current scenario of the organization, this modality focuses on a series of goals to be achieved within a certain period of time.
The main performance observed is among teams working towards these goals. Thus, the analysis covers the quality of the result, the time spent in each step and in the activity as a whole, the integration between employees during the execution of the service and so on.