Employee Assessment – How to review performance

The success of any organization is based on profit, and profit is a direct result of good performance. In its turn performance represents the fruit of employees’ labor, which must be regularly evaluated in order to keep track of the results that they have.

Reviewing performance brings benefits both to employees and the entire organization as a whole. Assessments, either annual or biannual, will help employees understand what they did well and what they did less well, and for the leadership of the organization they will serve at drawing business directions.

In this way, employees will know very well what expectations exist regarding them, they will receive feedback, praise or criticism related to their work and will have a clearer picture of the performance they have through the activity they perform or why not, of the behavior they have at work.

Reward performance and improve poor results

Also, valuations are important because, thanks to them, employees who are performing may be identified and rewarded more easily. Also, those with poor results can be identified and they and will be included in training programs, in order to assimilate knowledge that will help them overcome the shortcomings that led to a productivity below the team average.

For the evaluation process to be an effective one, an effective communication of the results is needed, the reasons for which these evaluations are made and points to be improved for each employee. An evaluation plan should include realizing in advance a set of performance standards and objectives for each department.

Performance standards and objectives

Performance standards must describe the expectations that the organization has from its employees, depending on the position and the team they belong. The objectives included in this plan must be achievable, and some have to be adjusted to the specifics of each particular job.

Once the performance standards and targets are established, they must be communicated to employees so they know which are the goals to follow during the quarter or the year and to know which are points to be analyzed at the next review.

However, we must consider one aspect, namely that some employees may react defensively and critical to reviews. Therefore, it is better to respect some basic rules: evaluation must be realistic, honest, complete, based on performance, not on the personality of the worker, and to give him the opportunity to be heard.


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