As we said, there are different ways to apply performance evaluation and this is one of the main advantages of this tool, as it can be adapted to the reality of any business. Here the appraiser and Performance Appraisal are the same person. So, how to do individual performance evaluation? In this case, the professional grades their own work and performance and then arranges a meeting with their leader to receive feedback.
The advantage here is the possibility to understand what the employee sees of his work, his expectations regarding the evolution within the company and where he wants to develop.
Special attention must be paid to the fact that, even if unconsciously, some collaborators can be very “gentle” in their evaluation or very strict.Therefore, the ideal is that this vision is added to others to design a Performance Appraisal closer to the real thing.
The subordinates evaluate the performance of their direct manager in this modality. In this way, they can provide feedback on the leader’s management power, showing more assertive paths and pointing out behaviors that impair employee motivation and Performance Appraisal.
This variation is extremely important to create more inspiring and efficient leaders.
In this case, the pairs evaluate each other. If the team consists of four people, everyone should rate each member, for example.This is a way to measure the synergy between the group, assess which points should be adjusted to improve the Performance Appraisal of the team as a whole and how the forces can add up.
Here, especially, deviations – which we will talk about later – must be taken into account, because, naturally, people have more affinity with some than with others, which can make the evaluation too kind or too rigorous.
360º Performance Evaluation
In this case, the three spheres appear in each evaluation cycle, that is, the employee is evaluated by himself, by his leader and by his peers.This is the best way to avoid deviations and get a really real picture of a professional’s Performance Appraisal.
By taking the average of all the evaluations, it is possible to identify the points for improvement and the successes of the employee, adjust the view he has of his own work, the relationship with the leader and with the team.
360 Degree Ealuation: Advantages And Disadvantages Of Using
180º Performance Evaluation
This is the most traditional form of Performance Appraisal, when the direct manager looks at the work of the professional together with the person being evaluated. In conversation, the two analyze the work and discuss the improvements.
This method is effective because it combines the point of view of management and operation, with both having to reach a consensus on the professional’s real Performance Appraisal.
90th Performance Evaluation
Here the direct manager carries out the professional assessment . If done impartially, taking into account the same points for all contributors, and sincerely, it can be quite effective, too.Leaders have a more general view of the work performed, so they can see more clearly how the person fits within the business strategy and how they can evolve within it.
Performance Appraisal By Competences
The two spheres of Performance Appraisal are explained in this category. In it, the evaluators look specifically at two blocks of questions: soft skills and hard skills.In this way, it is possible to separate the concepts well and measure the answers more clearly. In addition, when developed, core competencies contribute to the company’s success.
Performance Appraisal By Objectives
In performance appraisal by objectives, all specific objectives need to be outlined. For example, these goals can be the goals of the organization, each individual employee and each department as a whole.
After all the objectives are clear, employees start to move for changes to occur. Thus, the performance evaluation by objectives reveals whether the Performance Appraisal of employees and departments within the defined time was, or not, satisfactory.
Peer review is when employees are evaluated by their teammates in terms of performance.In this assessment, each employee has the chance to comment on what they think about the performance of their colleagues. Therefore, it can be a valuable addition to other types of assessment.