Have you ever thought about why organizations conduct employee performance evaluations? Perhaps you’ve wondered what the point is? Maybe you’ve even considered it to be a waste of time? But, the reality is quite the opposite. Employee performance evaluations are used as an evaluation process and a communication tool that is of utter importance to an organization's success.
At the core of an organization's success are its employees and their capability. Of course, you need to recruit adequate people and give them the training and tools that are necessary to do their job. To ensure that staff is performing and meeting expectations, managers and supervisors need to conduct regular performance evaluations; measuring efficiency, work production, and attitude of employees.
The general consensus on employee performance evaluation
Conventionally speaking, performance reviews are disliked by both managers and employees. Managers don’t like feeling as though they are judging their employees - especially if they have to address underperformance which they know could result in the risk of alienating the employee. On the other hand, employees don’t like the feeling of being judged. For the most part, they tend to take any kind of suggestion for improvement negatively and personally.
This is where employee performance evaluation of the 21st century comes in. If conducted with care and understanding, this process should help employees to see how their job and expected performance fit in with the bigger picture of the organization. Documenting performance evaluations ensures that both the manager and employee are clear about each employees job requirements; setting specific goals (we will discuss this a little later).
Training and developing needs
One of the key factors of an employee performance evaluation is to determine the training and development needs of staff. If an employee is struggling with a specific task or responsibility, they could benefit from a training programme. According to online employment resources, ignoring skill deficiencies can affect an organization's attainment of goals.
When an organization shows interest in helping employees to do their best and invests time and effort into their development, it doesn’t just contribute to the company morale; it also elevates the employee’s self-esteem. An employee that feels valued is more motivated and committed to an organization.
Although the primary goal of an employee performance evaluation is to determine if an employee is a good fit for a company, it also serves the purpose of helping individuals to determine if they have chosen the right career path. Perhaps after the evaluation, you will realize that your employee will be better suited in a different role. You can then implement the necessary steps and processes to get them there. The feedback that an employee receives is invaluable in determining a future course in which the organization and employee can put their interests and talents to the best use.
Set SMART goals
Setting goals is an important part of any employee performance evaluation process. A general guideline used is the SMART goal concept. SMART goals stand for specific, measurable, achievable, relevant, and timely, and is a way for employees to effectively formulate and achieve set goals.
An example of a SMART goal
We can assume that the goal is achievable because the employee should have access to the resources required, such as relevant books and internet connection.