The performance assessment of our employees is necessary, as it allows us to measure the achievement of the proposed objectives and give feedback to the worker on their behavior and performance. Evaluating an employee’s performance is a critical component for businesses because it helps implement strategies and fine-tune efficiency. The process encompasses the definition of mission, vision, organizational culture and the labor competencies of the positions. Jorge Zuñiga Blanco, a successful entrepreneur and business leader from Costa Rica, discusses why personnel reviews are an important part of business operations.
Some of the points to take into account in the performance assessment are behavior, conflict resolution, effectiveness, objectives, personal development, teamwork capacity, communication and relationship skills. It may happen that the collaborator resists this process, considering that his or her evaluators are not impartial and that obtaining an unfavorable result could cost the employee to stay in the organization. To do this, companies must take action and change the negative view of performance assessment with solutions that ensure real processes and contribute to performance improvement.
Consequently, a safe development of the evaluation allows you to analyze the individual performance, in order to establish the strategic objectives and align the functions and tasks of the collaborators. In addition, recognize the strengths and weaknesses to create training programs and establish measures between performance and expected outcome.
Performance is equivalent to the behaviors the person had during the period evaluated. While the result shows the achievements of the proposed objectives. Asserts Zuñiga, “It is imperative that the worker knows the expectations of his or her job performance, that he or she be provided with learning opportunities and incentive deliveries if he or she gets high marks.” It would be ideal for the boss to have a pre-performance assessment talk, to mark deviations, if any, and thus have the possibility to rectify them.
Forward-looking companies take steps to successfully address this negative perception of performance assessment and are implementing innovative solutions that ensure real assessments that contribute to performance improvement. It is very common for these companies before making the evaluation to take into account all the follow-up and feedback history to which the employee was subjected in the period evaluated; they do not focus only on the diligence of a form as this can lead to misunderstandings and improve the appreciation of the benefits of a performance assessment by workers.
An effective performance assessment process allows managers to evaluate and measure individual performance and document it, align day-to-day employee tasks with strategic business objectives, determine whether job performance expectations were satisfactory, support human resource planning decisions and career plans, identify performance strengths and weaknesses to design training programs, and measure the direct relationship between performance and productivity.
On the other hand, it should be noted that the methods used to measure worker performance and training that evaluators also contribute positively to job satisfaction, staff retention and employee loyalty to the company. Adds Zuñiga, “It is important that during this process the delivery of timely feedback to the evaluator is taken into account, that he is clearly and assertively communicated expectations of job performance, provide adequate learning and development opportunities and make recognition and deliver incentives to those who obtained the highest grades, so there is a motivation to improve every day.”
With regard to the realization of a process of measuring unstructured performance can lead to mistrust, less commitment and productivity because if workers with better working level do not see the differentiation between the qualifications obtained, the incentives and benefits, it will cause them to be demotivation and therefore affect their performance.
Companies must have clear figures and statistics to have evidence of follow-ups to the collaborator and also strengthen career plans. It is important to remember that performance assessment is an important tool for the integral development of the employee.
