5 Objectives of a Good Performance Evaluation for Employees
Have you ever wondered why organizations do performance evaluations to their employees?
Traditionally, performance evaluation is not very well appreciated by supervisors, managers and employees. It is not a secret that managers do not like to make revisions because they feel they judge the work of employees. At the same time, employees hate evaluations because they do not like to be judged. However, the evaluation of performance is a tool that can bring great benefits for both parties and in this post we teach them.
Why would organizations want to ask employees to participate in the evaluation of employee performance or in a performance management system? There are good reasons to defend the basic concept of performance evaluation.
In a way, most organizations have a general plan for business success. The process of evaluating employee performance, which includes goal setting, performance measurement, regular performance feedback, self-assessment, recognition of employees and documentation of employee progress, guarantees this success.
But for this to be accomplished, it is necessary that the performance evaluation meets five basic objectives that we will mention below.
Objectives of employee performance evaluation
These are the five objectives of an effective employee evaluation process:
Objective # 1: Motivate
One of the most important objectives of any employee evaluation process is to motivate a high level of quality and quantity in the work that is carried out. Of course, this can only be possible when both parties; that is, both the employee and his / her manager know and are clear about the objectives to be met , the required results and how the success of the contributions will be evaluated.
It is very common to see how some companies evaluate the performance of their employees without taking time to explain the importance and value of the process, when this happens, employees usually see the evaluation as a threat, something that is applied to detect failures and not as a resource for the growth and development of all.
Both the employee and the supervisor must be committed to achieving personal development and goals. Writing down the goals of each employee and reviewing them weekly leads the employee one step closer to achieving them, especially if constructive feedback is offered during the process.
Goal # 2: Encourage personal development
Today's professionals not only want to be part of companies that offer good salaries but also help them grow and develop professionally and personally.
Therefore, another objective of an effective process of employee evaluation is to include aspects that encourage the development of employees and the improvement of the organization.
Performance evaluations can help you detect your employees' needs. With this information you can offer initiatives that promote personal growth and well-being, such as encouraging them to play sports, reading or becoming educated, balancing work and family life, constantly improving work spaces, continuous recognition, constant training, promoting active participation, encourage a good work environment, encourage a healthy lifestyle, promote occupational health, etc.
Objective # 3: Provide legal, ethical and visible evidence
Performance evaluations should be proof that employees understand the requirements and impositions of their jobs in Karachi. As a human resources manager, you must create accurate evaluation documentation that protects both the employee and the company.
In the event that an employee is not successful or simply does not improve their performance at work, this documentation can be used to develop an improvement plan or to take much more extreme measures such as finding another professional capable of fulfilling the obligations of the position.
Objective # 4: Offer numerical ratings
A super important aspect that cannot be missed in any performance evaluation is the ability to offer a numerical rating for each collaborator. The numerical ratings are used to compare the performance of an employee with that of others and help to give a result hundred percent objective and transparent throughout the process.
These qualifications are usually configured through certain criteria that, in general, vary according to the nature, mission and objectives of each company.
Objective # 5: Provide evidence of non-discriminatory promotion, payment and recognition processes
This is an important consideration in enabling managers to conduct consistent, regular and non-discriminatory evaluations of employee performance. The evaluations guarantee an equitable measurement of the contribution of an employee to the achievement of the job.
The documentation of success and failure to achieve objectives is a critical component of the process of evaluating employee performance.
While employee performance appraisal systems take many forms from organization to organization, these are the components that organizations are most likely to include. Some are more effective than others, but the objectives for the employee performance evaluation system, or the evaluation process, or the performance management process are similar. The differences appear in the focus and the details. And that can make all the difference in how employees perceive and carry out the performance evaluation system.