Employee evaluation: How it contributes to the development

Every day we are exposed to reviews by other people. Some of them are very subjective. An employee assessment should be objective and fair. After all, it should not be about hitting the employee in the pan. On the contrary, it is important to show possibilities by means of constructive feedback where improvements are necessary. In order for an employee assessment to fulfill these criteria, we will show you what is important ...

Employee Evaluation Definition: What is meant by this?
The employee appraisal - also called employee appraisal or personnel appraisal - is an instrument of personnel management . Based on a differentiated analysis, the work performance of the employees is evaluated. This can happen for several reasons:

In the context of training, education or retraining, the performance of the employee is assessed. This usually happens in the form of a diploma.

An employee receives mentoring or coaching. Here, the progress is recorded and considered, how it can proceed from there. In addition, employee appraisal improves the leadership quality of the supervisor.

Up-to-date employees help the company to maintain or improve quality standards. At the same time, with the knowledge gained, a better deployment of personnel according to individual abilities is possible.

An employee appraisal serves the company to find a performance-related remuneration. In addition to individual support, this helps to improve employee motivation.

An employee assessment may also be due if the trial period expires or an employee has terminated. In this case, the personnel assessment is reflected in a certificate of employment .

When it comes to criticism - and that's the end of an employee assessment - some colleagues and executives struggle with it. Too great is the fear of jeopardizing the working atmosphere through a critical assessment , which is why anonymity plays an important role in surveys .

Criticism is nonetheless important as long as it is articulated constructively. Together with praise and recognition, she helps employees locate themselves . Your own services can be reflected and improved.

Carrying out staff evaluations
A company has a legitimate interest in a consistently high level of performance in order to remain competitive . On the part of the employee, the willingness for individual development increases the continued employment or takeover, for example, into a permanent position .

The employee assessment is usually initiated by the Human Resources department. It is responsible for the recruitment, communication and planning of the staff as well as the development of the employees .

The employee assessment is essentially carried out by the manager; however, other persons (for example from the HR department) may also be involved. That depends, among other things, on who is judged. For example, when assessing a leader as part of 360-degree feedback , an anonymous questionnaire from the supervisor, employees, colleagues, and customers is used to evaluate the employee.

If a works council exists in the company , this should be included in the employee appraisal .

The employee evaluation takes place in three phases:

Possibilities of employee appraisal
There are different ways of employee appraisal. Some of them are based on objective sources , some on subjective ones. Both have their advantages and disadvantages.

Questionnaires are part of the subjective employee assessment. Supervisors, colleagues, employees and customers give their personal impression again.

appraisal interview
It comes in different garments therefore: As annual discussion, target agreement discussion or salary talk. These forms of employee appraisal require an analysis of the employee's performance at regular intervals.

In self-assessment or self-assessment, every employee has the opportunity to recognize his own achievements and deficits by self-reflection . This ultimately results in the knowledge of where there is still room for improvement and where potential still lies. This form of employee appraisal should increase the acceptance of the employee.

If appropriate data is available, the performance of an employee can be assessed on the basis of the figures obtained. Here an objective employee assessment is possible. How high or low is the error rate? How high or low the number of customer complaints? The more complex an activity, the harder it is to express performance in numbers.

An absolute and a relative employee assessment is possible:

absolute employee assessment
In the absolute employee assessment, the individual strengths and weaknesses of the employee are considered. The employee assessment takes place independently of the team colleagues.

relative employee assessment
In relative employee appraisal, work performance is related to the performance of other employees. By comparing directly with others, weaknesses can be easily identified.

Criteria for personnel assessment
quality of work
Which tasks fall into the area of ​​responsibility of the employee and how well are they done? Is it characterized by a low error rate or do the results have to be reworked frequently?

load-bearing capacity
When it comes to seasonal peaks, it is important for companies to count on their workforce. How does the employee deal with stress and stress? Does the work performance remain constant or is there a feeling of being overstrained at an early age ?

Is the employee targeted and systematic? Is it easy for him to set the right priorities ?

Can the employee adapt quickly to new situations? How open is he to change? How difficult is dealing with new tasks, other team members or, for example, the move to another office?

Is only service done according to regulations or self-initiative and commitment shown?

Many workers see work on their own, others only do the bare necessities. What about the attention and solution orientation of the employee for upcoming tasks and problems?

Is it a " lone fighter " or does the employee attach importance to involving colleagues? Does he help others when needed?

How does the employee behave in general? Does he show the ability to resolve conflicts with colleagues ? How is the behavior of supervisors and customers? Is he service and solution oriented?

Additionally for executives:

How well can the manager delegate work ? Some leaders act according to the motto: If you want something to be done well, you have to do it yourself. However, this not only testifies to a lack of trust in the employees, but also to a certain degree of control mania . In the worst case, the executive gets bogged down and can not fulfill the core tasks in time.

employee development
Is the potential of employees recognized? Are they used in the company according to their skills and knowledge? An executive should always have an interest in employees developing . This contributes to employee satisfaction and company loyalty.

Human Resources Management
How does the supervisor deal with his employees? Are teambuilding measures involved ? Does he in turn show criticality and appreciation? Employee evaluation can help to improve communication between managers and employees.

Difficulties and errors in employee appraisal
Employee appraisals can lead to various difficulties and errors that tarnish the verdict . The comparison with other employees, for example, not only benefits. The result should be considered with caution.

Former General Electric boss Jack Welch is notorious for his merciless selection. The basis for this was his management rule developed in the eighties "20-70-10" :

The top 20 percent of a company should be rewarded with bonuses , 70 percent of the employees required and promoted and the remaining ten percent - the supposedly worst - be fired.

This procedure involves certain risks:

Even with good performance, there will always be someone who does worse in direct comparison.
The competitive pressure is increased so that colleagues work against each other instead of each other, which permanently damages the working atmosphere.
In countries with strong workers' rights, the dismissal of the least-skilled workers is not easily accomplished.
Mistakes in employee appraisals can also be caused by effects that are humanly understandable but may unfairly affect :

The supervisor maintains a friendly relationship with the employee. He is therefore emotionally uninvolved.
The manager absolutely wants to keep the employee in the team and plays down the services.
If an employee shows an obvious error, the rating is often better.
The focus is on an area in which the employee is particularly good or rather bad. The supervisor thus develops a blind spot .
Past achievements outstrip current or vice versa: Only current benefits flow into the evaluation

Performance Review: Tips for Employees

Feedback is not only welcomed by employees of German companies, but often actively demanded. A survey by the Institute for Conflict Management and Leadership Communication (IKuF) shows that only 45 percent of the interviewed employees are satisfied with their boss's feedback. It is all the more astonishing that many employees find the annual or quarterly performance appraisals unpleasant and annoying. Because these talks are nothing but feedback directly from the boss . In order for the performance assessment to be constructive and to advance you as an employee, not only suitable preparation, but also the appropriate attitude are important ...

Performance appraisal: opportunity for employees and supervisors
The view of performance appraisal is essential for success. If you see this only as a necessary evil, you will enter the conversation with a corresponding negative attitude. Instead, if you focus on the opportunities that performance assessment offers you , both your attitude and the situation will change.

With a positive and attitude-oriented attitude, you can optimally prepare. In the first step, the methodology of performance appraisal is important. If it is a so-called downward assessment, your only contact person is your boss. In an equal assessment, on the other hand, your colleagues also play a role and contribute at least a part to your performance assessment.

In both cases, as an employee, you should not try to actively influence the assessors . Such attempts often fail, but then leave a negative impression and can hurt your reputation. In addition, impressions that emerged in the course of the past year can not be fundamentally changed in a few days anyway.

Three forms of performance appraisal
German companies use three different forms of performance appraisal.

down assessment
Here the performance assessment is the sole responsibility of the supervisor, who formulates his assessment from different impressions and selected sources.

Equivalent assessment
Here, the performance assessment is based on the assessment of the colleagues. The collected assessments then give the final performance assessment.

Two-stage process
In this form, the colleagues first give their assessment. However, the performance assessment is finalized by the supervisor based on the assessment of the colleagues.

Performance assessment: preparation for employees
Ideally, your supervisor will actively involve you in the preparation of the performance appraisal. This can be done, for example, by a self-assessment , which your boss requests from you in advance. Alternatively, preliminary discussions are conceivable, which serve as preparation and for the coordination of the upcoming performance appraisal.

If your supervisor does not actively approach you, you can start a conversation with him and ask if and how you can assist him in preparing the performance assessment . So that this request is not interpreted as slime or manipulation attempt, some points are relevant:

Clear focus on making work easier for your supervisor .
Emphasizing your own responsibility and your intrinsic motivation.
Waiver of any judgment in the request.
Although misunderstandings can not be completely ruled out, they at least minimize the risk. If your boss does not react to this request in advance or if he tells you that you should carry out your own preparation, the ball is yours.

Since numerous factors play a role in the optimal preparation of the performance assessment , we have summarized the most important ones in a checklist. You can download these as usual as a PDF . The following factors are relevant:

Evidence of your performance since the last assessment.
Review of the results of the last assessment.
Your concrete goals for the near future.
Your parent career goals .
Your highlights and positive aspects of the job.
Potential for improvement and need in the job.
Concrete suggestions for improvement.
Aspects to which you need feedback from your boss.
Your strengths and your favorite tasks.
Your weaknesses and problematic tasks.
Concrete further education and further education wishes .
Possibly critical topics and appropriate arguments.
References and supporting documents , also from and through colleagues.
Ask your boss about unclear facts.
Own project ideas and suggestions.
Feedback - positive as well as negative - for your boss.
Constructive change approaches for the team.
Necessary changes in the workplace.
Wishes for upcoming projects and tasks.
Arguments that substantiate these wishes professionally.
Willingness to compromise and possible restrictions.
Minimum standards , fixed goals and topics.
Standards and key figures for performance measurement .
The formal criteria of performance appraisal.
Alternatives to your wishes and suggestions.
The formal criteria and the methodology of the performance appraisal should be accessible or at least retrievable for all employees in German companies. In addition to the review of the most recent performance appraisal, a thorough study of these criteria in preparation is of course mandatory.

The goals of the performance appraisal
For a successful performance assessment, the goals should not be lost sight of. In the foreground, of course, is the feedback for the employee , who should receive constructive feedback about his achievements in the workplace as well as about his social behavior, which can have a positive effect on motivation and satisfaction.

At this point, the list does not end, because the goals and benefits of a performance appraisal are more far-reaching.

The strengths and abilities of an employee can be discussed in more detail and used specifically . It can also be a potential analysis.
There is an exchange between employee and boss , which otherwise often receives too little attention.
Both sides can work out common goals .

Performance assessment: constructive collaboration instead of surprises
In addition to focusing on the opportunities and opportunities of performance appraisal, three other principles are crucial to success. All affect both employees and supervisors. Therefore, if you do your part to succeed, success is not guaranteed, but your opportunities will grow significantly:

No surprises
There should be no surprises for you or your boss when talking about performance reviews. Conflicts and problems should be addressed in advance and open words found. Surprises in performance reviews almost always have a negative impact on employees.

No comparisons
The temptation to compare oneself with colleagues with lower performance can be great. However, as an employee you should focus on your performance and avoid comparisons. Conversely, you should also claim that from your supervisor.

Constructive cooperation
Performance appraisal is a process that you should design together with your supervisor. If you see him as a cooperation partner and try to find a mutually beneficial solution, the result is likely to be positive.

It is clear that your boss can not fulfill all your wishes. Therefore, your willingness to compromise is a crucial factor in the constructive process and the successful completion of the performance assessment.

The trick is to find the fine line between self-confident, uncompromising demeanor and an arrogant attitude. If this succeeds - and you work together with your boss - the performance assessment can not only be good, but can also help you in your career.

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