Evaluating the performance of your employees is key for any company, since this process allows them to implement more effective strategies, improve their performance and achieve optimal results.

Through the evaluation of the performance of your employees , a company can know if they are performing their work efficiently and which are the areas that present a greater deficit. After analyzing the results of the evaluation, the employer or the person in charge of human resources can have a clearer vision of the changes that need to be implemented.

In addition, from the evaluation employees can also obtain information about their competence and progress on the job.

How to evaluate the performance of your employees

In order to fully and effectively evaluate your employees, you should consider 4 areas of performance:

Productivity and quality of work

Productivity is the amount of work an employee does during their workday. We must not forget that the quality of a job is totally subjective. Measuring the quality of work produced depends a lot on the industry, as well as the specific tasks assigned to each worker.

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Efficiency

Efficiency implies maximizing productivity with minimal effort or expense. An efficient worker is one capable of carrying out their tasks in the shortest possible time and with optimal results.

Organization goals

In order to achieve good performance on the part of the workers, it is important that they know what the company’s objectives are and what is expected of them. It is important to set realistic and achievable goals in a specific time. In addition, the company that must provide employees with the tools, training and resources necessary to achieve these objectives.

How to carry out these performance evaluations?

In some companies this evaluation is carried out by the human resources department. In others, the responsibility is more decentralized, and personnel from different areas of the organization participate in it and even in some it is the employees themselves, who, under the supervision of another person, carry out their own self-assessment.

There are different techniques for evaluating job performance and, basically, they depend on the type of worker to be evaluated. The objective techniques are used in those cases in which the performance of the employees can be quantified and when it cannot be quantified, the subjective techniques are used.

Objective performance evaluation techniques

This technique makes it possible to evaluate the quantitative performance of each employee’s production, considering the difficulties that some activities may entail and the different working conditions. This method allows evaluation based on data as specific and quantifiable as: number of calls made, packages delivered, contracts closed, visits made, parts assembled, words written in an article, items sold, etc.

Some of the most used techniques to implement this method are:

Measurement units:

it is used mainly in factories, assembly lines and in general in any work that can be measured by units or quantities.

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Computer systems:

this technique focuses on those people who work with a computer and with technological applications that analyze the activity that employees carry out with the computer. The most common are: activity start and end time, time spent on applications, work pace, etc.

Work-related data:

this method allows the evaluation of data such as the level of absenteeism, work accidents, salaries and other variables.

Subjective performance evaluation techniques

The labor evaluation is carried out by observing the labor behavior during a certain period of time. Among the most widely used methods are merit assessment techniques that have been designed to reduce ambiguity and achieve greater objectivity.

Assessment scales.

It consists of making a list with the most important aspects for carrying out the work (cooperation, communication skills, etc.) and indicating the level that the worker has of each of these characteristics. Scales of 1 to 5 or 1 to 10 are generally used. Supervisors may note additional observations. Some companies even allow the workers themselves to add their comments to the evaluation form as well.

Ranking.

Supervisors make a list of workers, ranking them according to their level of certain characteristics and overall performance. In this technique, each worker is compared with all the others in each of the evaluated characteristics, placing him in a ranking place.

Pair comparison.

With this technique, comparisons are made between two people at a time and each person is compared with all the others.

In the end, the key is to find a fair and realistic way for both the company and the employee to measure company productivity. One of the ways in which a company can increase its productivity (more tasks in less time) is to digitize its processes. If a company has the ability to improve its productivity, the value of your company grows with it.

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