Hier erfahren Sie, wie Sie häufige Herausforderungen bei der Durchführung von Leistungsbewertungen meistern können.

Clarity for employee - and leader! Offer employees & leaders drop in sessions (development sessions on conducting performance evaluations including what, how & why/giving & receiving feedback/, bias in evaluation, 1;1s). Offer the sessions just in time (i.e. just prior to the evaluation) to keep the knowledge and skills front of mind. If possible, record any development sessions for on demand access and create 1 pager resources to encourage self service and accountability.

Counducting performance evaluations can be tricky due to unconscious biases. To handle this challenge, I've found that using structured evaluation methods really helps. These methods focus on measurable outcomes and specific behaviors rather than just gut feelings or personal impressions. Another helpful strategy is providing training to evaluators. This training not only for recognizing biases but also about managing them effectively. It ensures that our assessments are fair and based on objective criteria.

Bais awareness is huge in giving evaluation because we tent to let our own experiences play out in the situation. I try to give feedback as soon as the individual needs the feedback and not let it wait until midpoint or even end of the year.

Esse deve ser o principal objetivo da avaliação de desempenho: garantir o desenvolvimento do colaborador, tanto na esfera profissional quanto na esfera profissional. Muitas pessoas se desestimulam e desmotivam por não terem um mentor que ensine e direcione e utilizar a avaliação de desempenho pra definir o caminho que o colaborador deve seguir é o primeiro passo para ter uma equipe engajada. Há muito a avaliação de desempenho deixou de ser mais um método de gerenciar resultado, hoje ela é uma ferramenta poderosa pra garantir o bem estar de uma equipe.

In addressing performance improvement, specificity is key. Avoid vague feedback; instead, collaborate with employees to create actionable plans tailored to their unique needs. Outline clear steps, provide necessary resources, and set measurable milestones to track progress. This focused approach not only leads to meaningful change but also demonstrates your commitment to fostering growth and supporting employees' professional development.

Consistency in performance evaluations is essential in fostering trust and fairness within your team. Inconsistent evaluations can trigger confusion, demotivation, and perceived favoritism. Aim for uniformity in the execution and timing of evaluations, ensuring that every employee is assessed by the same standards and timelines. This consistency strengthens the integrity of the evaluation process and cements its value as a catalyst for personal and organizational growth.

Utilizing the SDR Method for Win-Win Performance Reviews S stands for Start Early: I am sure as a manager/HR you will know the period to start the performance evaluation. I recommend you start the preliminary preparation and framework setting at least 30 days ahead of your PA start date. Use this period to collect all relevant data needed for the appraisal. D stands for Drive Slowly: Never hurry the process. Give enough time for the team to prepare their responses and reports. This way, the team knows you carry out a judicious PA cycle. R stands for Represent both sides in your report to create a win-win report. Your report should address the concerns of employees and the expectations of the organization.