Effective performance management of an organization’s workforce is critical to achieving better performance, increasing motivation and ensuring that each person is where he or she can contribute the most, which increases both productivity and job satisfaction.

In Spain, more than half of the companies have a performance evaluation system in place. It has become a key practice in human resources management, because it provides a good pulse of the workforce, as well as a good map of strengths and areas for improvement.

So… What is Performance Evaluation?

It is an opportunity to recognize and value the professional growth of each employee, analyzing their performance in relation to the established goals and objectives.

Benefits

Do you want to implement a performance evaluation process? Let’s get to work!

The benefits of this process are clear: a healthier work environment and a more committed team. By implementing it, we are demonstrating our commitment to the well-being of our employees.

Before starting a performance evaluation process, it is essential to define the following steps:

What are we going to evaluate?Define the criteria and factors to be evaluated, here I propose several options:

• Cross-cutting and individual objectives – What do I have to achieve?
• Competencies – What skills do I have to achieve this?
• Behaviors – What behaviors do I have to perform?
• Attitudes – With what attitude?

Of course, once the criteria have been decided, the different factors, parameters of each one of them, must be weighted and a roadmap must be available to achieve a positive evaluation in each one of these criteria.

Who will evaluate? Selecting evaluators :

• Self-evaluation.
• Evaluation of superiors.
• Peer evaluation.
• Evaluation of subordinates.
• Customer evaluation.
• Combinations of these evaluations, being a 360º evaluation when comparing all the mentioned evaluations, or 180º, 90º, 270º when choosing some of the options

When am I going to evaluate? Decide on the timing and periodicity of the evaluation. Conducting evaluations at opportune moments generates the benefits sought. The most common is annual or semi-annual

How is it evaluated? Decide on specialized software, use computer systems for traceability and data management.

What else should I consider if I decide to set up a performance evaluation process?

To promote effectiveness and achieve good results in this process, it is important to keep in mind that there are certain variables that affect work performance:

Individual Variables of the worker:

• Capacities and skills (mental and physical)
• Family and social environment.
• Previous experience.

Organizational Variables: These are closely linked to the psychosocial risks present in organizations. Therefore, it is essential to perform a psychosocial diagnosis prior to any performance evaluation process. During the evaluation of psychosocial risks, psychosocial risk factors are identified, analyzed and assessed, with the aim of eliminating or reducing them, such as:

• Workload and pace of work.
• Interpersonal relationships or social support.
• Leadership style.
• Participation and control.
• Work-life balance and working hours.

How can we expect someone to perform excellently when the environment is not conducive to doing so?

Developing talent: The key is in the assessment: Best Practices

• Simplify the process, simple and clear evaluation.
• Transparency in the criteria and form of evaluation.
• Appropriate frequency, semi-annual or annual evaluations with frequent contact.
• Strong training will enable evaluators to recognize and avoid common biases such as leniency or the recency effect, resulting in more accurate and equitable evaluations.
• Focusing on objective behaviors ensures reliability and validity.
• Bottom-up and reciprocal evaluation: Employees start by evaluating their managers, they perceive the fairness of the process.
• Include a self-assessment: Provides self-critical feedback and greater acceptance.
• Involve employees themselves in the recording of behaviors to encourage evaluation.
• Train in giving and receiving feedback.
• Perform active and empathic listening.
• Establishment of individualized action plans.

Performance evaluation goes beyond measuring numbers. It is an opportunity to recognize talent, set clear goals and encourage continuous professional growth. By acting as a development contract, it strengthens the relationship between the employee and the company.

With a favorable environment, talents can shine and reach their full potential. Develop talent – the key is in the evaluation!

Bibliography:

“The Management of Human Resources” by Simon L. Dollan, Ramon Valle, Susan E. Jackson, Randall S. Schuler. Mc GrowHill

“Job Performance Appraisal: Quick Guide” Bizneo HR: Performance appraisal: what it is and how it works (bizneo.com)

“Performance appraisal: keys to improving performance” Cezanne Blog: Performance appraisal: keys to improving performance – Cezanne HR

Carolina Rodriguez Psychosocial Consultant – People&Culture at Affor Health