Set up a performance evaluation system
It is essential for a company and for its employees to have a system performance evaluation . Indeed, how measuring talent , organize the teams or know your organization if you do not take stock regularly? Therefore, any company that does not have such a process, or that finds its current system inefficient, should seriously consider implementing the system. performance evaluation that will meet their needs and help them achieve their Goals . In this article, we will describe precisely what such a process is for, what the different existing systems are, and finally how to set them up.
What are the objectives of performance appraisal?
This HR process , practiced in the vast majority of companies, aims to stimulate employee motivation and grow their commitment within the company, while increasing its overall performance.
For the company, such a device makes it possible in particular to better distribute its Goals in the organization, and guarantee their cascade deployment. It is also a way to get a clear picture of the talent , which allows resources to be allocated according to their skills , or define action plans (retention, mobility, career, etc.) tailored to employee profiles. The evaluation process can also be a basis of decision for the remuneration of the employee. Indeed, it is on the results of this evaluation that the employer can decide to grant a bonus or an increase to its employees.
For the employee, a system performance evaluation , if it is well constructed and produced, is an effective means of develop skills , to know himself, in order to better manage his career. He presents him with areas of progress on which he can work or get help. It also offers employees greater clarity on what is expected of them. Finally, a evaluation interview accomplished by a competent and efficient manager, will be an opportunity to give the subordinate the recognition he so badly needs.
The different performance evaluation systems
For decades, the most common model has been that of annual assessment interview . This is an annual, or even biannual, individual interview, during which the manager performs with his subordinate the assessment of the past year. This is an opportunity to analyze the achievement of Goals of the year which is ending, take stock of the skills of the employee, and define Goals for the coming year. A individual performance assessment interview well done, also includes an analysis of the training and development , as well as an opening on career opportunities . This interview should be formalized using a form or an online platform.
To refine skills assessment , many companies have drawn up a catalog of critical skills for their sector of activity: vision, decision-making capacity, communication, etc. These guides precisely describe the skills required and their evaluation parameters. The catalog often includes leads (development actions or training) to help the employee to develop skills .
A rating system is also defined by its outputs . Will it be the basis for deciding annual increases? Do the bonuses depend on him? Should it make it possible to define the annual training plan?
Often criticized, this rating system is today questioned by many companies. HR departments and employees criticize it for its lack of efficiency and objectivity. We are therefore seeing the emergence of new practices. Each organization is free to adopt them to enrich its annual rating system , or even create an alternative system.
We can therefore replace the annual appraisal interviews through quarterly interviews, accompanied by a weekly conversation in one-to-one , between the manager and his subordinate. They can also be enriched using a feedback 360º , during which an evaluation is also required from peers or even subordinates of the employee.
Finally, the millennials are asking more and more feedback permanent or continuous, making the practice of annual maintenance obsolete. The feedback continued is more agile and more impactful because it is more immediate. It can be given during regular meetings or through a mobile application, and can be transversal to the entire company.
How to set it up
As with any project, you must first analyze your needs. What rating system performance will be most relevant in your organization? What do you expect from it?
Using this analysis, you can define the process that suits you best, by combining the different existing devices, or by creating a single model. It will be necessary to determine all the parameters: format, support, content, indicators, periodicity … Using a flowogram you can then establish the process in its entire cycle, without forgetting the outputs than you expect.
Once this theoretical work has been completed, the time has come to develop the various tools associated with it. Will you proceed to performance evaluation via a paper form, via software, via an application? Are you going to adopt a scoring grid? If yes which one ? Would you like to produce a skills catalog ?
Finally, there is a crucial step, often neglected by companies when all the success of your process depends on it: employee training . They must of course understand the new system performance evaluation that you put in place, but also master all of its components. Managers must absolutely know how to define objectives, give a feedback , suggest areas for improvement. Managers are the critical players in this process, so you need to make sure they have all the cards in their hands to ensure its effectiveness.
Set up a performance appraisal system is a large-scale project. But it’s so crucial to your organization that the energy you invest in building it will more than outweigh the value it brings. If you need advice or personalized support for this implementation, our experts are here to help!
Our HRD in timeshare will be happy to advise you and assist you in the implementation.
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