Effective or Ineffective: How to Conduct a Team Performance Assessment

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Some organizations still underestimate the importance of performance review. However, the feedback and information about motivation levels that can be regularly obtained using this method not only helps develop the business, but also helps answer the question “why do employees quit?”

Performance evaluation is an analysis of employees that examines not only professional skills and measurable achievements at work, but also subjective factors, such as the motivation of specialists and relationships between team members.

Performance evaluation consists of three tools
Analysis of one's own work: how an employee sees his results.
Evaluation from the manager and other team members.
Development plan for each specialist.
Often this method is used not to improve social media marketing service the skills of employees, but as a punishment - in this case, the assessment will have the opposite effect. It is important to convey to the team that this is a useful tool that helps them understand what they are good at and how they can better optimize their work.


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Why organizations need this method
Workflows - allows you to synchronize the organization's goals in a timely manner and determine the priority of personnel tasks.
Motivation - opens up new metrics for measuring the success of each specialist.
Increased productivity - provides an opportunity for each participant to develop faster and be a driving force for other colleagues.
Performance review meetings provide employees with the opportunity to share their accomplishments, report challenges in their work, and ask for help when needed.

How is performance evaluation conducted?
Typically, this assessment is conducted at the end of a project, a quarter, or to track overall progress in professional development. The process consists of only 3 stages.

Employees should list their achievements at work and indicate the colleagues with whom they worked on tasks.
Team members also evaluate each other's results: they can give feedback both personally and anonymously. The manager's task is to collect all the comments, analyze them and assign points.
The final stage is when the manager and the HR specialist hold a meeting with each employee. In a personal conversation, the employee is explained the results of the assessment: why he received these particular scores, what is important to change, and what achievements are expected of him. They also discuss the problems that have arisen and look for solutions.
If an employee received an unsatisfactory assessment, try applying the methods from the free online course " Employee Motivation " - checklists and practical tasks will help you quickly understand the topic and get the desired result.