Evaluate job performance

• Evaluating job performance is a process in which the aptitude, competence, ability and efficiency of an employed person is measured with respect to the execution of their tasks.
• Helps detect the weaknesses that affect the productivity or ordinary activity of each department, among other objectives.

Definition

Evaluating job performance is a process in which the aptitude, competence, ability and efficiency of an employee is measured with respect to the execution of their tasks within a company, in a specific period. For this, different tools and methods are used, both qualitative and quantitative.

A performance evaluation helps detect the weaknesses that affect the productivity or ordinary activity of each department, the leadership skills of area managers, the level of training of workers, errors in internal processes or opportunities for improvement.

The evaluations have a very prominent part: the informative feedback to the workers, specifying what they do well, badly or should improve, along with their particular level of performance.

Main goal

These are the most notable objectives that we will obtain when carrying out a job performance evaluation:

1. Detect the strengths and weaknesses of workers.
2. Promote training. It allows you to analyze the value of each employee within the company, as well as their contribution, in order to offer personalized career plans and boost their growth.
3. Allow the performance, productivity and potential of each employee to be assessed.
4. Establish strategies and policies to improve the well-being of the workforce.
5. Generate a good work environment by promoting the feeling of belonging to the company in employees.
6. Improve the employee experience and develop policies to reduce the turnover rate.
7. Obtain a feedback objective of employees in order to improve their progress within the company and identify personnel needs.
8. Improve resource management.

Methods for evaluating job performance

A comprehensive evaluation includes various levels of analysis:

• Self appraisal. The worker analyzes his own performance at work.
• Evaluation of superiors. It conforms to the traditional method, in which project managers or managers are in charge of evaluating each employee under their charge.
• Peer evaluation. It occurs when two workers of the same level make constructive criticism of each other.
• Evaluation of subordinates. Workers rate the performance of their superiors.
• Customer evaluation. Evaluators can be the company's customers, distributors, suppliers or third parties from outside the organization.

How to do the evaluation

The job performance evaluation involves a few steps:

1. Define the SMART objectives to be evaluated, clearly specified.
2. Choose the evaluation method.
3. Design the evaluation program.
4. Apply the evaluation.
5. Obtain and analyze KPI results.
6. Create performance strategies.