The main objectives of evaluating employee performance are to add, apply, reward, develop, monitor and retain talent , a very important part of well-functioning teams.
Management needs specific information about the state of integration and identification of employees with their respective activities.
Employees, in turn, need to be recognized for the value they add to the organization, while receiving training for further development.
With performance indicators, HR can read the needs of employees and management professionals.
In this way, it is possible to understand more clearly the points that affect the stability of the company, putting into practice strategic actions before problems arise along the way.
Identify strengths and weaknesses
Objectively or subjectively, performance evaluation has the ability to reveal the strengths and weaknesses of each employee.
The analysis is full of questions, which should be related to the performance indicators and aim to deepen this understanding.
It is a strategic hunt in search of opportunities for professional improvement .
Evaluate possible progress
With the profile in hand, the HR team can analyze the skills algeria whatsapp data and abilities of each employee in search of the best actions to improve themselves.
After all, not everything that works for one person works for the next colleague. The same can be said for industries.
Optimize productivity
With improvement actions applied, your team will tend to improve the quality of deliveries. Therefore, their productivity will also improve.
After all, the most capable teams tend to have above-average productivity levels.
On a day-to-day basis, this is reflected in a more engaging work routine, with less rework and assertive communication.
Support employee and team development.
One of the most emblematic performance evaluation techniques is feedback. Good feedback is essential for a company's success.
But don't worry, we're not just talking about positive comments. Good reviews can add value, even if they're still reviews! But they need to be conveyed in the right way, with constructive content.
The same applies to praise, which should be measured and assertive.
In this way, you and your HR help with employee development as well as their level of commitment to the team. This only benefits the company.
Still have doubts?
Please note that in another LinkedIn Business survey , 92% of professionals agreed with the statement:
“ Negative feedback, when done well, is effective in driving better performance .”
That must be the spirit!
Valuing employees
Finally, performance evaluation is an excellent tool to promote employee recognition .
And this is both on a more practical level, which is reflected in bonuses, and also on a psychological level, as it motivates you to produce better.
It is an essential factor in reducing the turnover rate, for example.
Not in vain, according to HR Daily Advisor , companies that have implemented a culture of frequent performance evaluation have up to 14.9% lower turnover than organizations without this practice.
How important is it to conduct a performance evaluation?
Conducting a performance appraisal is truly a necessity for businesses today.
It is important to contextualize the collaborator in the midst of so many processes, often serving as a compass for their actions.
Think carefully:
15, 20 or 25 years ago, corporate processes were much simpler. We are not talking about simplicity, after all, operations were almost exclusively analog. However, the market was not as volatile.
And when we talk about “market,” try not to think only about the big players. Consider micro, small and medium-sized businesses: this is where your business can be found.