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Performance Appraisal

Performance Appraisal

A lot has already been said about the various generations that work together in companies today: there are the Baby Boomers, Generation X, Generation Y (Millennials), and Generation Z who are starting to make their mark in the increasingly more digital and technological labour market. One of the aspects that characterises these last 3 generations, which make up more than 65% of the labour market, is the desire and need to receive feedback about their performance.

The feedback par excellence system is the performance appraisal system. The scope of its implementation will depend on the company’s culture, as regards its structure, objectives and resources. It will also be the company who will decide how frequently it will take place, with it being recommended to be done either semi-annually or annually.

The main objective of this system is to set up a comprehensive feedback meeting between the professional and their manager, in which the worker’s strengths, the areas they need to improve and their motivations for the future are discussed and a plan of action is determined to promote the development of the professional within the company.

There are 3 types of appraisal:

  • 90º: Self-appraisal by the professional and a descending appraisal from the manager to subordinates.
  • 180º: The professional carries out a self-appraisal, receives an appraisal from their manager, as well as their co-workers and/or customers/suppliers.
  • 360º: The professional carries out a self-appraisal, receives the appraisal of their manager, co-workers, clients/suppliers, and also by their subordinates.

The content will also be marked by the culture, objectives, procedures and needs of the company. Values, competencies (of the company, rank or position), and the objectives of the post can all be evaluated. From here the strengths are identified and the areas in which the employee needs to improve are evaluated. It is therefore appropriate to set up an action plan to make the most of each person’s skills, and try to improve on their weaknesses with training and professional development. It is an ideal moment to also discuss future expectations and how they can be encompassed into the operation, structure and strategy of the company.

What does the Performance Appraisal provide us with?

It is important for the company to implement a system with these characteristics since, among other things, it can highlight the strategic and business objectives at all organisational levels with each employee, develop an organisational culture to facilitate the desired conduct to carry out these objectives, as well as measure of the adjustment between the professionals’ abilities and the requirements of their posts. Similarly, it will get people to become involved with the objectives, motivate them, and encourage them to attain effective results.

This system is equally important for the employee. It allows them to find out how they are performing in their post, obtain recognition for what they are doing well, and identify where they have to improve, agreeing to a plan of action that may include training and development as well as having the opportunity to explain to their manager how they wish to direct their professional career, something which should be included in the aforementioned plan of action.

Notwithstanding what has been described above, this feedback between Manager and employee, today, is something that should not be limited to take place just once or twice a year. New trends in the field now talk about continuous feedback through weekly, monthly, or quarterly monitoring; meetings, working groups and surveys.

Employees have long since ceased to be just a resource to the company; rather they have become key players for the achievement of its objectives.

Written by Robert PérezRobert Pérez

Career Development Manager

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