Different performance appraisal methods culminate in different forms of employee data. If the chosen form was the discursive form in a 360º evaluation, for example, to give the final grade, a mediator will have to read all the answers, identify the common points and, according to the previously established criteria, give a grade
When using objective methods, some perceptions are lost, but the final measurement is facilitated, simply by making a numerical average of each point addressed in the evaluation.
The first path helps the company to have a broad view of the professional’s trajectory within the business, showing which points have evolved, which have retreated or remained the same, in addition to having recorded the employee’s goals within the company and what he is committed to doing. to reach them.
This data can be used to define promotions, subsidy for improvement, change of area or, perhaps, dismissals.
Structured feedback is one of the most important parts of performance Evaluation , through which the employee will understand what his colleagues and leaders perceive his work, and will be able to compare it with his own opinion.
At this point, it is crucial that all the negative and positive points are mentioned, so that the employee can, in practice, see how to evolve.
Performance Appraisal And Company Culture
In addition to the impact on the career development of professionals, performance evaluation can also help the business to understand the degree of maturity of its culture.
Imagine the following scenario: when reviewing all the assessments, you can see that all the leaders received lower than expected scores in terms of management skills. This means that the business needs to offer management training to its leaders.
Other Company Data That Can Be gathered From The Performance Appraisal Analysis:
Level of commitment and engagement of employees;
Harmony of professionals with the values of the business;
Integration between areas;
In order to reach these conclusions, however, it is necessary to separate, organize and analyze the data from the evaluation. There are different ways to do this, the simplest method is to put the information in a spreadsheet and make the filters according to what you want to evaluate.
If task management is something more important for leaders than for subordinates, for example, there is no point in increasing the weight of this issue in their assessment. If this is done, it is impossible to use a correct data matrix to see the whole.
The Most Popular Ways Of Analyzing Performance Appraisal Data Are:
Forced Curve: the hat-shaped graph concentrates all the middle notes in the middle, reaching the highest part of the figure, to the left are the notes below this average and to the right, the ones above. Thus, it is easy to see who needs to evolve in a certain area and who has already achieved excellence in it.
Outliers : as in a heat map, those evaluated within the average are concentrated in the form of points, those who are outside the curve present either a high or a low performance for a given item – or in the entire evaluation.
9box : This evaluation matrix works best for personal considerations. Two indicators are listed, such as performance and potential, on the axes of the graph. Within it, nine competencies are listed. Thus, it is possible to see for which competence the employee has high potential but low performance, for example, or which item he stands out for due to high performance Evaluation and potential.
These charts can be used during the feedback meeting. Thus, in addition to the manager’s assessment, the employee is able to see how his positioning is in terms of the company’s average, in what needs to improve and has potential, in what his performance Evaluation is already satisfactory and how this development can help him to grow within the business.
During individual feedback, it is also important that the employee has space to speak, so he can question perceptions and be part of the construction of his development plan .
From all this, a PDI , an individual development plan, must be built as a practical output of the evaluation.
This plan, preferably, should be built in the feedback meeting with the participation of the employee.
It Consists Of:
Definition of the employee’s goals and aspirations, in line with the company’s strategic planning;
Drawing your skills and strengths;
Analysis of what needs to be improved to achieve the objectives;
Evolution within the business;
Agenda with step by step of what to do to develop and reach your goals.