Veja como você pode obter avaliações de desempenho justas e imparciais como Gerente de Instalações.

📊 Fair evaluations in facility management start with clear, measurable criteria! These should be aligned with your team’s roles and responsibilities and communicated from the outset. When criteria are objective and job-specific, the potential for bias is greatly reduced. For example, punctuality can be quantified as “arriving on time for shifts and meetings.” This clarity allows you to assess performance based on facts, not subjective impressions. This fosters transparency and fairness within the team! 🕒✔️📈

Set measurable KPI', set measurable goals. Give regular feedback quarterly, half yearly, not just the annual assessments. Be open and remain approachable. Keep it simple.

The Facility Manager can work directly with individual employees/contractors to come to a mutual agreement on two types of goals: SMART (Specific , Measurable, Achievable, Realistic & Timely) and stretch. Assigning work involves providing workers with a clear idea or vision of expected results and possibly providing written specifications to staff or a scope/statement of work to contractors. Facility Managers ensure that any rewards or penalties associated with the task are explained from the start. When facility managers expressly communicate when they are pleased with progress or outcomes, they can renew individual and team energy, commitment to the task at hand, and commitment to the entire organization.

📈 Comprehensive employee evaluations? Gather feedback from multiple sources! Encourage your team to participate in self-assessments and peer reviews. These diverse perspectives promote accountability and provide you, as a facility manager, with a solid foundation for your evaluations. Use this feedback to support your own observations, ensuring that your assessments are not solely based on personal interactions. This leads to fairer and more objective evaluations and strengthens trust within the team! 🔄🗣️✅

FM is all about ensuring the stakeholders are comfortable. Hence, gather the feedback from internal extension stakeholders about the team's performance. This will you understand shortfall/ strength of the team as well as help the company as a whole for the continuity of the business.

Facility Managers and team leaders use individual performance evaluations to determine the degree to which subordinates have met their goals. If the employee’s measurable performance goals are directly linked to the FM organization’s strategic goals, performance evaluations are one way to measure the degree to which strategy is being successfully implemented.

🚀 Leverage technology to track and analyze performance data in facility management! There are numerous tools available to monitor key performance indicators, such as work order completion rates or maintenance response times. These data points are invaluable: they allow you to base evaluations on objective metrics, reducing the potential for subjective biases. With these objective insights, we can boost efficiency and make informed decisions. Rely on data, not gut feelings! 📊🔍💼

🔑 Consistency is the key to fair performance evaluation! Apply the same standards and criteria to all team members to avoid any impression of favoritism or discrimination. Regularly scheduled reviews, such as semi-annual or annual evaluations, ensure that assessments are a routine part of your management process. This regularity allows employees to anticipate and prepare for their evaluations, ultimately leading to improved performance. Consistency builds trust and promotes a fair work environment! 📅🔍👥

We all live with unconscious bias, prejudice and preferences which we even don't realise. So training about inclusion, self realisation and self improvement becomes key to stay neutral at work. Training on communication is also important. A constructive criticism prevails over nagging. Hence, as a manager or someone involved in evaluating the performance, these training becomes important.

🤔 Unconscious biases can influence evaluations! To identify and mitigate these biases, it is crucial to offer training for yourself and all supervisory staff involved in the evaluation process. These trainings can include workshops on cultural competence, communication skills, and ethical decision-making. By educating your team on these topics, you promote fairer evaluations and a more inclusive workplace culture. A fairer evaluation process leads to a more harmonious and productive work environment! 🧠🌍📊

Make time for your team and make sure you are available to them. Being an FM is a busy job. If you don't make time for your team and work to develop them and help teach them, then they wont meet your goals. Have more than semi-annual, review after each quarter and make sure to address issues as they come up. Don't wait until the review to drop it on them. Also, let your team know the bigger picture and participate in achieving and crafting goals. Prior to setting goals, review the major projects for the team and company, then review how they play a part in achieving that. Review the projects we know must get done, then leave room for two for their own Ad Hoc projects and development goals. It helps them to participate and grow.