Performance management helps an employee to achieve his or her personal goals and it contributes to achieving an organisation’s strategic objectives. In order to be successful, it focuses on both positive and negative aspects and leads to better communication in the workplace.
Benefits for the employee
It is a moment to show what you have delivered and to learn. Evaluations shouldn’t end up in the drawer: they are a starting point to improve your future work. What do you want to do more? What do you want to do differently? What are realistic and achievable goals?
Benefits for the employer
Evaluation stimulates the development of employees. The direct manager follows up his or her team members and gives them feedback. It should always involve both positive and negative feedback. This feedback should be clear and understandable, allowing employees to understand what goes well and what needs to be done differently.
What to evaluate?
- Hard skills: technical skills, necessary to complete a task. Hard skills are easier to measure: work with Word, make a project planning, …
- Soft skills: personal, emotional and social skills. They are harder to measure but it is not impossible to do so. For example: proactivity, communication skills, collaboration, leadership, reflection, flexibility, empathy,…
The first questions are always: why do we evaluate and what are we going to monitor and evaluate? Only a clear answer to these seemingly easy questions guarantees success. Then it comes down to ensuring everyone knows how the evaluation works: what do they need to do? What is expected from them, before, during and after the evaluation?
Some tips & tricks
- Always define what you want to evaluate. Be concrete.
- The person who gets the evaluation needs to have the opportunity to actively participate and express himself.
- An evaluation needs preparation.
- At the end of the evaluation, ensure all parties agree on the evaluation and the follow-up, including training.