Performance appraisal definition.

Performance appraisal definition.

What is performance appraisal?

As part of corporate HR, performance evaluation is a tool capable of measuring the performance of employees or sectors of a company.

It is an in-depth analysis of the professional’s deliverables, understanding the practical and psychological aspects behind their performance.

Thus, it is possible to draw an assertive professional profile for each one, understanding their level of performance and their alignment with the organization’s expectations.

This delivery analysis is based on a series of technical and behavioral skills, as well as your soft skills and hard skills .

Although, for many, it doesn’t seem like it, performance evaluation has a fundamental role in the strategic development of companies.

That is, based on the data collected during the analysis, it is possible, for example, to accurately assess the needs of each employee.

Thus, your HR can draw up a personalized strategic plan , based on the needs of each individual, seeking to remedy their weaknesses and leverage their strengths.

More than that, in addition to proposing a personal development plan, based on the performance evaluation, the company is able to identify possible internal processes that can be improved, evaluating common pains that its employees have.

Just to give you an idea, among the appropriate solutions, it is not uncommon to find suggestions for training and recycling, promotions, bonuses or even termination.

In particular, we are talking about a form of recognition — something that matters a lot.

No wonder, looking on the positive side of the evaluation of Performance appraisal, 69% of workers said they would work better if their efforts were more recognized.

That’s what LinkedIn Business revealed .

However, understand:

This is not a mere pat on the back. This recognition must come in several more engaging ways, which generate value for the employee and the company.

In other words, it is possible to see performance appraisal as a double-edged sword:

In the same way that its results generate intelligence to guide employees in their self-development, it also helps the company, serving as an input to guide its strategic planning.

Thus, it makes the company’s level of deliveries more transparent , as well as enabling greater productive predictability.

It is a way to map the growth of the organization itself, while providing the insights for employees and the entire C-Level to develop.

What purpose of a performance appraisal?

Employee performance evaluation has among its main objectives to add, apply, reward, develop, monitor and retain talents — a very important part for the good progress of teams.

Management needs concrete information about the integration status and identification of employees with their respective activities of Performance appraisal.

Employees, in turn, need to be recognized for the value they add to the organization, while they receive training to further develop.

With the performance indicators, HR makes a reading of the needs of employees and management professionals.

In this way, it is possible to know more clearly the points that affect the company’s stability, putting strategic actions into practice before problems arise along the way.

Identify strengths and weaknesses

Objectively or subjectively, performance evaluation has the ability to reveal the strengths and weaknesses of each employee.

The analysis is full of questions, which should be related to performance indicators and Performance appraisal, and aim to deepen this understanding.

It is a strategic hunt in search of opportunities to improve professionals .

Evaluate possible advances

With the profile in hand, it becomes feasible for the HR team to analyze the skills and abilities of each employee in search of the best actions for them to improve.

After all, not everything that works for one individual works for the next colleague. The same can be said of sectors.

Optimize productivity

With improvement actions applied, the tendency is for your team to improve the quality of deliveries. So, which also enhances your productivity.

After all, more capable teams tend to have above-average productivity levels.

On a daily basis, this is reflected in a more engaging work routine of Performance appraisal, with less rework and assertive communication.

Assist the development of the employee and the team

One of the most emblematic performance appraisal techniques is feedback. For the success of a company, good feedback is essential.

But calm down, we’re not just talking about positive feedbacks. Good reviews can generate value, even if they are still reviews! But they must be conveyed in the right way, with constructive content.

The same applies to praise, which should be measured and assertive.

In this way, you and your HR help in the development of the employee, as well as in their level of delivery to the team. This only benefits the company.

Still have doubts?

Know that, in another LinkedIn Business survey , 92% of professionals agreed with the phrase:

” Negative feedback, when done well, is effective in driving an improvement in performance .”

That must be the spirit!

Appreciation of employees

Finally, performance appraisal process is an excellent tool to promote employee appreciation .

And this is both on a more practical level, which reflects in bonuses, but also psychologically, as it motivates you to produce better.

It is an essential factor to reduce the turnover rate , for example.

No wonder, according to the HR Daily Advisor , companies that have implemented a culture of frequent performance evaluation have a turnover up to 14.9% lower than organizations without this practice.

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