Every employee is different. It is worth controlling the level of effectiveness and qualifications, but also the behavior of the person should be borne in mind. The collected data provides valuable information that helps to make decisions about training or changing the employee’s duties.
The better a supervisor knows his team, the easier it is for him to make a proper assessment. We live in times when the leader’s subjective view can be supplemented with modern tools. How to evaluate an employee and not be mistaken?
Employee appraisal – how to do it?
There are several ways, and it is better to use more than one option. Thanks to this, the employee assessment will be done fairly and with due diligence, which will allow us to make the right decisions about the future of our business. Each manager has their own preferences regarding the choice of method. The favorite solution can be supplemented with another one that will confirm the superior’s belief that he or she has assessed the employee well or will allow to reflect on the rightness of the decision.
Subjective evaluation of the employee
Traditionally, a subordinate person is assessed by the supervisor, who may additionally use the opinion of other employees. This gave rise to several names that seemingly have more to do with geometry than HR tools.
- A 360-degree evaluation is the use of four different sources of information about an employee. The data will come from the supervisor and colleagues, as well as from the assessed person and his subordinates.
- The 270-degree mark includes all of the above, except for those who report to the evaluated employee
- A 180-degree evaluation is a confrontation of the supervisor’s opinion and the person being assessed
- The 90-degree rating comes only from the manager, so it is the most subjective.
Such an assessment does not always have to be made through an interview. Often it is worth using online or paper surveys. Thanks to them, we will quickly obtain data from the environment of the assessed person, who will provide us with information on, for example, time management or employee soft skills.
IT system for employee evaluation
Modern IT systems are an innovation in the field of employee perception. It is not only about Excel sheets, which – regularly supplemented – will provide data on the effectiveness of the subordinate. The employee assessment can also be done using the competency matrix, i.e. a graphical representation of skills.
We have devoted a separate blog entry to this issue. We invite you to check the article called: What is a competency matrix?
Three criteria for employee evaluation
The overall employee assessment includes criteria, three of which are worth mentioning:
Efficiency is an employee evaluation criterion that relates to effectiveness that should be measured with precisely defined numbers. You will find here not only the results and the amount of work performed, but also the timeliness of these activities. The effective employee evaluation criteria are compared with the goals that the employees are to achieve. An effective subordinate is a big part of success, but there are also other considerations.
Knowledge is the basis because when combined with the appropriate skills, it will testify to the employee’s qualifications. The criterion includes education, knowledge of languages and skills, thanks to which the manager knows what the person under his supervision can do.
Employee honesty and loyalty are equally important to the company, as is the attitude towards customers and other people in the company. You can add to this the desire for professional development. The employee’s assessment is also influenced by systematic pursuit of the goal. When making the assessment, one must not forget about the observance of the work discipline by the subordinate person.
The more data we collect, the better it is for our assessment. Using the opinions of colleagues, subordinates and superiors, we create a comprehensive picture of the employee, and by adding a modern employee evaluation system – in the style of a competency matrix – we supplement the subjective feeling with reliable numbers.
Take advantage of the 21-day DEMO version and check how SkillBox supports employee management!
You can also use the Skills Matrix template, thanks to which you will systematize the competences of your employees!