Employee evaluations, or performance reviews, are commonplace in most organisations. It offers an opportunity for management to see how individual employees are managing their tasks, their quality of work for those tasks and their overall workplace performance.
Moreover, it is a suitable time for employees to express their views on their future with the company, or any concerns. Regular conversations between management and employees are both beneficial and invaluable. It’s a way of seeing if both parties’ goals and visions align.
Most employee evaluations take place every six months or so, but regular check-ins are a good way of keeping the lines of communication open at all times.
Companies that offer human resources software solutions in the UK include:
Are Employee Evaluations Necessary?
A company’s performance is largely dependent on employee output. For this reason, performance reviews are necessary for management to see if every employee is meeting their targets and job expectations.
If employees are unsure of what is expected of them, it can affect the overall success of the organisation. Their evaluations give management the opportunity to set realistic goals with them for theirs and the company’s growth.
According to ClearCompany, 43% of employees who are highly engaged receive feedback at least once a week. In addition to being made aware of their strengths, they can also see where they could improve which is crucial for growth. Most employees want to grow in their roles, and evaluations can show them the areas to focus on in order to do that.
Performance reviews are also the time to recognise employees for their achievements. This forms as a motivator for teams to continue producing quality work.
How Is HR Involved In Employee Evaluations?
In larger organisations, the human resources department is usually responsible for developing and conducting employee evaluations.
HR will formulate the framework for the evaluations according to the company’s needs. If they don’t carry out the evaluations themselves, they are responsible for training management to do so, including how to give constructive feedback or navigate difficult conversations.
The primary role of HR is to manage communication between management and employees. This is to give both parties the opportunity to share feedback or concerns, and follow up with solutions to address them.
Based on performance feedback, HR can work with employees to develop strategies on how they can reach certain goals set out by management.
Conducting Effective Employee Evaluations
Employee performance reviews require meticulous planning to determine metrics that are quantitative and qualitative. HR’s role in these evaluations is to make sure that feedback on performance is given, areas for improvement are identified and that the company’s overall goals are communicated.
Here is a comprehensive guide for HR teams to follow when conducting employee performance reviews.
Define Evaluation Objectives
The first step before evaluations are carried out is to determine their purpose and what management aims to achieve from them. The performance review will give management a good indication of where more training is needed for employees, where promotions could be considered and employee understanding of company goals.
HR will define these objectives for management to approve before the performance reviews begin.
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Determine The Performance Criteria
Keeping in mind that employees need to receive constructive feedback, HR has to structure the evaluation criteria in such a way that it reflects the main responsibilities of each employee.
The SMART (Specific, Measurable, Attainable, Relevant and Time-bound) method is a popular approach that HR departments use when developing the criteria. It ensures that goals are realistic and as clear as possible to help employees understand exactly what is required of them.
Evaluations Should Correlate With Career Development
Performance reviews aren’t just about assessing past performance, it also serves as future planning. It serves as a way of identifying where employees can advance in their roles, and map out potential career paths within the company.
Employees who feel that the company is invested in them and their future are more likely to reciprocate that and invest themselves in the business.
Offer Constructive Feedback
HR and management need to work together to identify both the strengths and weaknesses of each employee. A balanced review should give employees an indication of where they excel, and where they could improve.
Communicating their areas of improvement has to be done in such a way that it doesn’t come across as an attack, but rather a supportive way to further employee growth.
Regularly Monitor Performance
Evaluations may only take place once or twice a year, but monitoring performance needs to be an ongoing process. This assists HR with providing an accurate assessment of how an employee has executed their tasks.
Quicker check-ins can take place more regularly in between the main evaluations to see how employees are progressing and if they are on track with their objectives.
