Job performance evaluation is a tool used by lots of managers. It represents a communication tool and an evaluation at the same time. If it’s done in the traditional way, everybody dislikes it. However, it can be very useful for a company. Today we are going to have a look at the goals a job performance evaluation has and reasons why everybody should do it.
Job Performance Evaluation Goals
- To make clear what is expected from the employee. The supervisor takes advantage of this opportunity to explain to the employee what do they expect from them, what are their goals, the results achieved and so on.
- To support employee development. This is a great moment for the employee to become aware of their own faults and see how can they improve. The supervisor can suggest areas that can be changed or other techniques for working faster, better, etc.
- To compare the employees. By individually assessing each employee’s achievements, the supervisor can see the level of the entire team. Then, they can compare it with their goals and targets.
Why Should You Use a Job Performance Evaluation?
Such evaluations allow you, as a manager, to realize who deserves a promotion. Not only you can compare an individual’s achievements with those of their colleagues, but you can also notice how they evolved in time (if at all). Moreover, this can show you if the employees are getting the right instructions and guidance.
Noticing skill deficiencies is one of the most important benefits when doing a job performance evaluation. This helps you see which tasks pose an issue for certain employees and why. Maybe they would need more time, more guidance or tools. An interesting idea is to offer classes on a certain skill or topic if you notice there are several employees with the same problem.
Such an evaluation is perfect if you want to see if the paycheck is suitable for the job or not. Just like any employee wants to get the most money out of his job, so does the employer. You can change raises and compensations according to the periodical job performance evaluation. Based on the achievements, you can tell if a certain employee deserves a bonus or a raise.
4. Disciplinary Actions
Just like the reasoning above, evaluating an employee lets you find out if they deserve an appraisal or even if they should stay in the company or not. This can also get serious if the employee is guilty of disobedience, criminal behavior, negligence or harassment. Because of this, you shouldn’t skip the employee evaluation step, even if it might seem boring at first.
We know, it might sound so boring to fill up tens or hundreds of evaluation sheets. However, it’s an essential process if you want to make sure your employees are working as they should. Moreover, employers can easily spot dedicated people who commit to their own goals. Lastly, remember that it’s also a good way of offering people bonuses or raises.
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