Post by shukla on Oct 28, 2024 22:32:38 GMT -5
Are you always sure that your management decisions are carried out professionally? Do you eliminate the possibility that employees watch TV series instead of doing their job? How do you know how effective the HR department is in hiring new employees for the team? To answer all these questions, there is an employee performance assessment.
What is employee performance appraisal and why is it needed?
This is a way to learn on a regular basis how the team is performing its duties. Different methods can be used, we will talk about them below. But the main goal is to remove all the "blind spots" between the manager and the work of employees . Because the better the owner knows the level of professionalism of the team, the higher the business indicators.
Mikhail Kanshaev , head of the creative recruiting website development service agency About People, believes that control should be constant:
"Our agency deals with employer branding, so we often solve the issue of training employees of the client company, and also regularly conduct advanced training programs for our team. The agency's position is that without monitoring the results of training there is no effect, which means that at the end of each course and training it is necessary to check what the listeners have remembered"
Snezhana Nastasina , an independent consultant on personnel development, former head of the Corporate University of a large international pharmaceutical holding in Russia and the CIS, is convinced that employee performance assessment is necessary:
"I had the opportunity to compare groups of employees who did not undergo assessment with those who had it set up on a systematic, regular level. Despite the fact that assessment is an exciting procedure, it gives an opportunity to discuss in detail with the manager your goals, achievements, problems and wishes. Without a formalized process, from experience, not every manager will find time in his busy schedule for such a detailed and structured conversation. As a result, most people feel more motivated and inspired after assessment than those people who remain without assessment. Without understanding the quality of your human resource, it is difficult to achieve business goals"
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Assessment methods
The methods should be chosen depending on the skills and competencies that the manager considers important for the company's work.
Let's highlight the most common ones.
1. The 360-degree method. It evaluates the employee comprehensively: from the point of view of professional competencies, personal qualities and management skills. The evaluation involves managers, colleagues, subordinates, clients and the employee himself.
The advantage of this method is that it gives the most complete picture and avoids bias. However, it is worth considering the disadvantages, for example, conflicts in the team are possible due to subjective assessment of each other's work.
2. The 180-degree method. Here, the employee is assessed only by the manager and the employee himself. Both fill out a work assessment form and correlate it with job responsibilities. This method is suitable when you need to quickly check the work of a large team. It is less effective than the 360-degree method, but it eliminates conflicts within the team, because the assessment is given strictly according to subordination.
3. Performance evaluation or achievement evaluation method. This is a KPI — key performance indicators. The company's performance directly depends on the results of each employee. They are set in advance and checked at the end of each reporting period, for example, monthly. This method allows you to see only quantitative performance indicators, which does not always have a direct correlation with the results. 200 calls per month do not mean that the company will have 200 new clients.
The advantage of this method is its objectivity. The disadvantage is that it is so difficult to evaluate everything that does not have quantitative indicators. For example, the leadership qualities of an employee or the work done together.
4. The method of assessing competencies and skills. It allows you to assess the employee's suitability for the position held. To use this method, you need to set the task for the HR department to create a competency map, which will reflect the skills and abilities that an employee must have in a particular position. And then regularly check the compliance.
The advantage of this method is that it allows you to hire the most suitable employees. The disadvantage is that many skills are difficult to assess, for example, the effectiveness of communication.
5. The value assessment method. This method allows you to assess the employee's compliance with the company's values. It is weak due to its subjectivity and allows you to assess only one indicator. This method is best used in conjunction with others.
There are many more methods for evaluating employee performance, and they can be combined with each other.
Mikhail Kanshaev selects a methodology for specific business tasks:
"We often use the "easy learning" approach, when training takes place in a light game format, but with knowledge control points in the form of questionnaires with automatic checking and instant publication of correct answers. In this way, we reduce the level of stress during the training process, help employees calm down and creatively approach solving tasks, and increase the percentage of memorized knowledge with the help of memes and anecdotal analogies. When creating training programs for sales specialists, we practice more complex methods for assessment: "salesperson - client" sparring, group case solution and mutual assessment. The results of such assessment methods are difficult to digitize, but they increase the involvement of participants and allow managers to see the "growth zones" of each employee, on the basis of which an individual development plan can be developed."
Snezhana Nastasina also speaks about the effectiveness of combined assessment methods:
"When assessing an employee of any functional area, we focus, on the one hand, on achieving the set KPI goals, and on the other hand, on their development, both professional and career. The assessment takes place twice a year regularly or is organized unscheduled for a specific group of people.
Which assessment method do I consider optimal? Comprehensive: assessing the results of activities and behavior. Testing is not necessary in all functional areas. We always use knowledge testing when assessing sales departments. Knowledge of the product for such employees is a basic requirement; without it, a person cannot work. And also when admitting production personnel to work - there, work without knowledge can be dangerous for a person"
Ivan Kalugin , owner of the marketing agency KIPR AGENCY and a blogger in the field of entrepreneurship and marketing, believes that it is not the methodology as such that is important, but the regularity:
"In our company, employee performance is assessed through a system of annual and semi-annual assessments, as well as through regular feedback from managers and colleagues. We set clear goals and expectations, and then evaluate each employee's achievements based on their implementation. With the help of the "360 degrees" system, employees can receive and evaluate feedback from colleagues and managers, which contributes to the development and improvement of their performance."
What is employee performance appraisal and why is it needed?
This is a way to learn on a regular basis how the team is performing its duties. Different methods can be used, we will talk about them below. But the main goal is to remove all the "blind spots" between the manager and the work of employees . Because the better the owner knows the level of professionalism of the team, the higher the business indicators.
Mikhail Kanshaev , head of the creative recruiting website development service agency About People, believes that control should be constant:
"Our agency deals with employer branding, so we often solve the issue of training employees of the client company, and also regularly conduct advanced training programs for our team. The agency's position is that without monitoring the results of training there is no effect, which means that at the end of each course and training it is necessary to check what the listeners have remembered"
Snezhana Nastasina , an independent consultant on personnel development, former head of the Corporate University of a large international pharmaceutical holding in Russia and the CIS, is convinced that employee performance assessment is necessary:
"I had the opportunity to compare groups of employees who did not undergo assessment with those who had it set up on a systematic, regular level. Despite the fact that assessment is an exciting procedure, it gives an opportunity to discuss in detail with the manager your goals, achievements, problems and wishes. Without a formalized process, from experience, not every manager will find time in his busy schedule for such a detailed and structured conversation. As a result, most people feel more motivated and inspired after assessment than those people who remain without assessment. Without understanding the quality of your human resource, it is difficult to achieve business goals"
Free tools for entrepreneurs
Download free financial report templates, discount calculators, step-by-step instructions and guidelines from PlanFact experts and earn more.
Get
Downloaded
>15,000 times
Assessment methods
The methods should be chosen depending on the skills and competencies that the manager considers important for the company's work.
Let's highlight the most common ones.
1. The 360-degree method. It evaluates the employee comprehensively: from the point of view of professional competencies, personal qualities and management skills. The evaluation involves managers, colleagues, subordinates, clients and the employee himself.
The advantage of this method is that it gives the most complete picture and avoids bias. However, it is worth considering the disadvantages, for example, conflicts in the team are possible due to subjective assessment of each other's work.
2. The 180-degree method. Here, the employee is assessed only by the manager and the employee himself. Both fill out a work assessment form and correlate it with job responsibilities. This method is suitable when you need to quickly check the work of a large team. It is less effective than the 360-degree method, but it eliminates conflicts within the team, because the assessment is given strictly according to subordination.
3. Performance evaluation or achievement evaluation method. This is a KPI — key performance indicators. The company's performance directly depends on the results of each employee. They are set in advance and checked at the end of each reporting period, for example, monthly. This method allows you to see only quantitative performance indicators, which does not always have a direct correlation with the results. 200 calls per month do not mean that the company will have 200 new clients.
The advantage of this method is its objectivity. The disadvantage is that it is so difficult to evaluate everything that does not have quantitative indicators. For example, the leadership qualities of an employee or the work done together.
4. The method of assessing competencies and skills. It allows you to assess the employee's suitability for the position held. To use this method, you need to set the task for the HR department to create a competency map, which will reflect the skills and abilities that an employee must have in a particular position. And then regularly check the compliance.
The advantage of this method is that it allows you to hire the most suitable employees. The disadvantage is that many skills are difficult to assess, for example, the effectiveness of communication.
5. The value assessment method. This method allows you to assess the employee's compliance with the company's values. It is weak due to its subjectivity and allows you to assess only one indicator. This method is best used in conjunction with others.
There are many more methods for evaluating employee performance, and they can be combined with each other.
Mikhail Kanshaev selects a methodology for specific business tasks:
"We often use the "easy learning" approach, when training takes place in a light game format, but with knowledge control points in the form of questionnaires with automatic checking and instant publication of correct answers. In this way, we reduce the level of stress during the training process, help employees calm down and creatively approach solving tasks, and increase the percentage of memorized knowledge with the help of memes and anecdotal analogies. When creating training programs for sales specialists, we practice more complex methods for assessment: "salesperson - client" sparring, group case solution and mutual assessment. The results of such assessment methods are difficult to digitize, but they increase the involvement of participants and allow managers to see the "growth zones" of each employee, on the basis of which an individual development plan can be developed."
Snezhana Nastasina also speaks about the effectiveness of combined assessment methods:
"When assessing an employee of any functional area, we focus, on the one hand, on achieving the set KPI goals, and on the other hand, on their development, both professional and career. The assessment takes place twice a year regularly or is organized unscheduled for a specific group of people.
Which assessment method do I consider optimal? Comprehensive: assessing the results of activities and behavior. Testing is not necessary in all functional areas. We always use knowledge testing when assessing sales departments. Knowledge of the product for such employees is a basic requirement; without it, a person cannot work. And also when admitting production personnel to work - there, work without knowledge can be dangerous for a person"
Ivan Kalugin , owner of the marketing agency KIPR AGENCY and a blogger in the field of entrepreneurship and marketing, believes that it is not the methodology as such that is important, but the regularity:
"In our company, employee performance is assessed through a system of annual and semi-annual assessments, as well as through regular feedback from managers and colleagues. We set clear goals and expectations, and then evaluate each employee's achievements based on their implementation. With the help of the "360 degrees" system, employees can receive and evaluate feedback from colleagues and managers, which contributes to the development and improvement of their performance."