How to respond to annual performance review
The performance review evaluation has the above-mentioned advantages, but at the same time, there are disadvantages and points to be aware of. In this part, we will explain the disadvantages and precautions in performance evaluation in three parts.
- It is necessary to unify and clarify the performance review unit company-wide.
The first point to note is that the evaluation unit (= performance unit) in the actual evaluation should be clarified and the scale should be aligned company-wide.
Performance evaluation is a pure evaluation of the performance given by each employee, so if the scale of the evaluation is unclear or uneven depending on the department, proper evaluation cannot be achieved.
If the evaluation unit is not appropriate to review, employees will not find any meaning in making efforts to improve performance in that unit/scale, which will lead to a decrease in employee motivation and mere ghosting of the system.
The goal of the annual performance review
The second caveat is that if you don’t give feedback on how well you’ve achieved your goals and the process, it’s less meaningful.
In performance evaluation, it is important to evaluate the quantitative results, but the most important thing is to clarify what kind of awareness and actions were taken toward the results and connect them to the next goal. That is.
As a concrete example, let’s consider the number of contracts concluded in sales.
When the number of contracts could not be achieved, what could be the major cause, and if there was a cause, what kind of action should be taken to improve it, etc. Must not be.
If we do not look back on our goals, the growth rate of our employees toward achieving their goals will decline, and the growth rate of business performance will be small for the entire company.
The tools and apps for maximizing the effect of looking back on goals and looking back on daily work are introduced below.
Benefits of retrospective tools and apps “Reflection” is very important for both work progress and human resource development, but there are large individual differences in the frequency and degree of scrutiny. The introduction of retrospective tools will help establish retrospectives in the organization and greatly improve their quality and frequency.
Tool / App name Category Main function Initial cost Free trial Co: TEAM Goal management / 1on1 / Daily report 1on1 Goal management support Inquiry required 14 days Trello Goal management Chart creation/progress management Free 5 $ (Standard) 10 $ (Premium) 14 days miro goal management
Must be evaluated separately from promotion
The third point to note is that the reflection of the performance review must be evaluated separately from the promotion.
The performance of individual employees is easily influenced by external factors, and even with the same amount of effort and workload, the results may vary.
Therefore, it is desirable to reflect the performance review not in salary or promotion but in bonuses.
The idea underlying this is as described above, and even if the sales of the service in charge increase explosively, the cause may be a large external influence or a temporary increase, so the size of the “result” Is reflected in the bonus.
This system not only accelerates the growth of employees but also succeeds in maintaining and improving employee motivation and reflecting it in the evaluation system of company-wide intentions.
On the other hand, if performance review is reflected in promotion, employees will be dissatisfied when promotion that does not match their abilities due to external factors, and there will be adverse effects such as decreased employee engagement and increased turnover rate. I will end up.
Differences between ability evaluation and emotional evaluation
Performance evaluation has the above advantages and disadvantages, but what is the difference from other evaluation systems such as ability evaluation and emotional evaluation?
In this part, we will explain the differences between performance evaluation and ability evaluation, and emotional evaluation separately.
Difference between ability performance review evaluation
Ability evaluation is a system that evaluates the abilities possessed by human resources and the abilities demonstrated during work.
Ability evaluation is proportional to the results to some extent because of individual planning ability, action ability, problem-solving ability, etc.
First of all, set goals.
Specifically, subordinates proactively set individual performance goals based on the goals of higher-level organizations and report them to their superiors.
In response to this, we will adjust the content and difficulty of the goal through interviews, and make the final decision on the goal with mutual agreement.
At this time, it is necessary to avoid pushing the goal by the boss or setting the goal from a single point of view by the subordinates.
If you go through such a performance review goal-setting process, your subordinates will be less motivated and the significance of goal setting will be reduced.
On the other hand, by setting appropriate goals, it becomes clear what you should be aware of when working on your work, and it becomes easier for your subordinates to work on your work.
Business execution/correction of goals
Next, while actually performance reviewing the work, if it is necessary to correct the goal during the period, correct it.
Performance evaluation only looks at quantitative results, so if the results are likely to be affected by external factors, we will promptly revise the targets.
At this time, if the goals performance review is not revised appropriately, the motivation of subordinates to achieve the goals will be reduced, which will affect the business performance of the company.
On the other hand, by quickly and appropriately correcting goals, subordinates can work with high motivation throughout the year, and it is possible that their business performance will improve.
Finally, we will evaluate the achievement of the goal and give feedback.
The performance review evaluation has the above-mentioned advantages, but at the same time, there are disadvantages and points to be aware of. In this part, we will explain the disadvantages and precautions in performance evaluation in three parts. It is necessary to unify and clarify the performance review unit company-wide. The first point to note is…