Employee evaluation ? Most companies issue a regular report evaluating their employees and reviewing their job performance. This report is often provided either monthly, annually, or a year after hire. Sometimes the annual raise or even the continuation of the job depends on the employee’s evaluation. The evaluation does not aim at embarrassing the employee, reprimanding him, or catching mistakes for him but rather at correcting the path, knowing the strengths and weaknesses, and finding out the defects in the work flow if they are beyond the employee’s control. But on what basis is the employee’s evaluation made? Let’s review the following as the most important elements on which employee performance is evaluated.
1. Implementation level
Mitch Gordon of Go Overseas says that what matters at the end of the workday is the completion of the tasks assigned to the employee. This is what matters to the business team or new companies. Bearing in mind that the execution time is commensurate with the task, it is unreasonable for the task to need two days and the employee to be required to perform it in a day or to spend a day on a task that takes half a day. For example, if you are a web designer and your productivity is about 10 pages per day (a random number), then this is what the report will depend on.
2. Quality of work
“It’s not enough,” says Michael Spinoza of Unleashed Technologies. It is also important that the implementation be of high quality in coordination with the rest of the team. For example, if you are entrusted with designing a website, it is not enough to create the website; you also need to coordinate images with text well and take care of grammatically correct writing.
3. Creative
Dave Neuvegt of Hubstaff.com explains that quality alone is not enough in business! Creativity is a key element, especially in our time when it is easy to learn many professions by self-study, and therefore it is important to increase creativity to outperform others in light of the frantic competition. For example, when designing the site, the colors should be coordinated with each other, and the images, colors, and typefaces should be appropriate to the theme of the site.
4. Improve work
Faith Parker of the Marlboro Company says that after completing the work, there are often some minor errors or some points that need improvement, and therefore improving the work continuously is important in evaluating performance. For example, after designing the site, you may find some slight typos or some of the images displayed incorrectly.
5. Customer feedback
Microsoft’s Kevin Henrickson says that an employee who gets good customer feedback can improve on an employee with a bad review. Sales depend a lot on the employee’s reputation, good behavior, and skills in dealing, and this undoubtedly falls within the scope of the performance appraisal.
6. Sales volume
Gianna Gouge of EVENTup says that the revenue an employee generates per month reflects their overall performance!
7. Respond to comments
Feras Kattaneh of AstraBeds explains that the ideal worker takes feedback seriously and thinks about it with a critical mindset. Kittaneh adds that the employee should study the comments and not accept them as they are. This does not mean that he objects to everything but rather presents his suggestions and justifies his actions if he still sees them as right. After substantive discussion and agreement on the points, they must be adhered to. Commitment here does not mean that the employee is negative or weak in character, but rather that one of the factors in one’s self-development is mainly asking others about it, and this is what comments do. It is an essential part of human development throughout his life.
8. Responsibility towards work
VenturePact’s Randy Rice says that an employee who demonstrates a sense of ownership is one of the company’s most valuable assets. A sense of responsibility is especially important for startups, as this helps them make rapid leaps and overcome many obstacles while they are still in their infancy.
9. The percentage of tasks completed before the delivery date
Sometimes circumstances may force the delivery of the assignment to be delayed. Undoubtedly, the percentage of tasks completed by an employee before the due date is an important factor in a performance appraisal report, says Rahim Shrania of American Fueling Systems.
10. Commitment to deadlines and budget
According to Brandon Dempsey of GoBRANDgo, it is critical for an employee to keep projects on time and on budget, and this is reflected in the performance appraisal report.
But what about the evaluation officer himself? Should he have certain skills? Of course, the evaluation employee must follow some guidelines in order for his evaluation to be constructive and objective. We mention the following as the most important of these skills:
The most important instructions and skills that the evaluation employee must follow:
1. Know the purpose of the evaluation.
Evaluation is not a random act; it has a specific goal, which should be clear.
2. Honesty and clarity
Don’t try to be too enveloping in your evaluation; be clear, honest, and direct, but mention some advantages before criticism and others after it.
3. Take notes.
Take notes at all times and keep them until the report is ready. You may miss out on some of the employee’s performance.
4. Avoid comparison.
In no case should you put an employee in a position of comparison with one of the other employees, as this creates enmity between them and will not increase the productivity or performance of either of them.
The evaluation of the employee is one of the factors in his success and the process of improvement that accompanies him throughout his life. Benefiting from this evaluation is mutual in terms of improving the employee’s performance and productivity, which is in the interest of the company to develop its business and increase the efficiency of the employee himself, which qualifies him for higher positions.
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