Performing effective results

It's an age-old process that occurs in most organizations, big and small, known as performance reviews or performance assessments (the concept of thinking will be used primarily in this article). It is important not to provide feedback to employees too much. But doing it in the right place is a context and it is highly important to perform effective reviews of performance.

Having a performance system is important for various reasons including

  • Increasing training and guiding opportunities for managers and mentors.
  • Explains the performance criteria that are important for employees to understand equally important in their work.
  • Defining a clear basis for wage increases, promotions, clinical actions and other important job-related issues.
  • Grants for these achievements and payments are logically bound together.
  • Works as an incentive to continue focusing on improving performance.
  • Establish compliance with the organization with regard to how employees & # 39; Practical competence is measured.
  • Creates a way to clarify and complete career documents.
  • Helps to define training and development needs.
  • Assistance in linking the company's goals and objectives with employee goals.
  • Communicate important information to the employee about how they look based on the jobs they do daily.

All organizations should have some kind of transport management system. Many "systems" instead are not well defined and / or they do not include critical changes in variability (skills) that are commonly related to work.

Employers should understand that personal prevention is included in the overall attitude of employees. What many executives consider is the fact that an employee is often nothing but his own biased perception of the employee's performance.

Assessing a worker is sometimes an unnecessary process. Most organizations often misunderstand various employees. And unfortunately, many managers and mentors, who are just not good teachers and coaches, therefore, the employee does not have the opportunity to correct performance problems before performing annual performance surveys.

Adding problems related to personal bias, misunderstanding and poor training is the fact that many executive review meetings (actual meetings to review performance) are poorly controlled by the manager.

It is important to review the results seriously because it is important feedback for employees and opportunities for managers and employees to share important information. But keep in mind that formal performance tests are not even in response to employees. Appropriate and timely responses to employees are important in strengthening positive "behaviors" or receiving negative "behaviors". In short, well-managed companies do not use performance review as the only feedback mechanism. There should be regular communication between the managing director and the employee for formal review.

Some organizations prefer to use a formal review process more often than ever, and it is acceptable and may even be desirable according to the culture of the particular strain. However, formal reviews can often dilute the effectiveness of the process so it is important to consider the impact of making formal reviews more than once a year.

Usually, a more effective approach is to create a culture where regular feedback is provided without a formal review process. In this scenario, managers engage in more informal discussions about training needs, goal achievement, specially-accomplished work, successful business, etc. After needs.

With regular interviews about performance goals, the center of high technology, talented culture. These are all important to helping employees achieve their own goals and dreams and overall business environment.

An effective reassessment / evaluation system involves at least:

  • A well-defined process for recording performance through each review period. This is an important reference tool when it comes to completing the actual audit form.
  • Well-informed / trained executives / mentors in connection with how to complete audits / menus and how to conduct performance evaluation meetings with employees.
  • A properly prepared audit form that contains relevant and valid ability to measure employee performance.
  • Valid and appropriate assessment method (scale).
  • Defined goals for each employee related to the reorganization of objectives.
  • Defined review process and review process that all employees understand.
  • Justice and equity in the audit process.
  • Compliance with how employees are assessed. In other words, minimal or no bias from one employee to another.

Many organizations, large and small, use what is called demand control system. These are usually secure networks that allow you to manage all of your performance records as well as document processing. ReviewSNAP is a product that is considered to be a great performance review system. One of the main advantages of these systems is that they do not need to build or upload software on your computers. Simply log in and log in to the system from any computer with internet access.


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