HOW PERFORMANCE EVALUATION FRAMEWORKS CAN BE FORMED?
Any organisation or team in any field, be it sports, corporate, or even politics, need to evaluate their performance in order to know what they are doing right and how to improve on existing statistics. Performance evaluation has existed alongside any competitive field since the dawn of time. However, sometimes it is very simple to fail in such an age old process, even for big corporations. To evaluate performance properly, certain guidelines need to be put down in order to make a framework that can be reused, whilst making minor changes to it from time to time. Here are a few things that any manager should take care of while evaluating performance:
1. Make Smart Goals & Look For Uniformity In Evaluation Cycle
Those leading an organisation most often define goals. This can be company executives, department heads, managers, or even team leaders. The corporation needs to rely on its leaders to make smart goals. Smart goals need to be time bound and flexible in its interpretation of performance. There should be quantitative markers as well in terms of performance. Another important factor is the evaluation cycle. Evaluation cycles are periods after which evaluation takes place for that period. This can be yearly, quarterly, monthly or even project based. The manager needs to decide what period of evaluation will serve the organisation with the best evaluation!
2. Building A Culture Of Feedback
Constructive feedback doesn’t come naturally to a person or even an organisational culture. It needs to be understood, embedded, and reinforced. First step along the way is to find a line of differentiation between negative and constructive feedback. Once this is done, employees need to be trained in three spheres: a) how to differentiate between constructive and unimportant feedback; b) how to give constructive feedback; c) how to accept and incorporate constructive feedback.
3. Being Aware Of Employee Concerns
Sometimes performance evaluation can hurt employee morale over the fear of performance-based incentives and pay docking. It can also hurt employee sentiment, without any financial repercussions, if it is not introduced in a good manner. Employees need to be at the center of any discussion regarding performance evaluation and must be kept in the loop. If it is done well, it can incur a positive impact from the employee end.
These simple things can be kept in mind while designing performance evaluation models that best serve all the stakeholders involved and help the organisation excel!