In today’s day and age, the competition for employment and of moving up the career ladder has intensified. A lot of people are vying for bigger work responsibilities or jobs that pay more. The craving for career enhancement and development has become so intense that employers are also trying to keep up with the intention to motivate employees, improve their quality of service, and increase the company’s morale.
A Performance Evaluation is one of the key processes that employers conduct in order for them to assess the quality of work that an employee does and to determine if it merits a reward. Through a periodic Performance Evaluation, employers will also be able to aid employees to maximize their potential and to improve their skills and abilities.
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A Performance Evaluation is an integral part of a company or an organization because it allows proper management handling. Below are some reasons as to why a company benefits from a Performance Evaluation:
Allows an Objective Basis for Promotion
Conducting a Performance Evaluation allows for an objective basis for promotion or an increase in compensation. Most companies primarily conduct a Performance Evaluation for this purpose because it allows them to evaluate a person’s capacity and capability to handle a larger workload and greater job responsibilities.
The results and findings of a Performance Evaluation also form the basis for a company’s reward system. Some companies offer incentives and bonuses to employees who perform exceptionally.
Gives a Bird’s Eye View of Strengths and Weaknesses
Conducting periodic Employee Evaluations allows supervisors to properly assess an employee’s strengths through his achievements, skills, talents, and abilities, thus allowing them to commend an employee for doing a good job. Evaluations also allow supervisors to peer into an employee’s weak spots and allows them to provide proper tools for training that will help an employee improve better.
Gives a Chance to Work on Ways for Improvement
When an employee’s Performance Evaluation results to low performance or productivity, supervisors can talk with the employee to come up with ways on how he can help the employee improve. Coaching, developmental training, or product training can also be provided, especially if the majority of the employee population has trouble with performing well due to lack of knowledge pertaining to the company’s product or services.
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An evaluation allows supervisors to provide feedback, praise, and constructive criticism, and is a good opportunity for both an employer and an employee to communicate, give out suggestions, or vent their work-related grievances.
Careful planning, implementation, and documentation are important aspects when conducting an effective evaluation. Check out the tips below to guide you on how to conduct a constructive job performance evaluation:
Establish Goals and Objectives
Management or a supervisor must first establish a set standard of goals and objectives that will serve as their basis of comparison and evaluation.
Practice Organization in Evaluations
Keep track of an employee’s work performance, such as his achievements or any disciplinary action that was given to the employee for misconduct by using an Evaluation Form, Performance Evaluation Forms, or a Job Performance Evaluation Form. This allows you to properly document the assessments you were able to make about an employee.
Communicate with the Employee
An Employee Performance Evaluation would be deemed useless if it is conducted without providing feedback to the person being evaluated. Managers or evaluators should take the time to assess and organize the results of their evaluation and then set aside time to provide feedback of the results to the employee.
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