Performance reviews offer insight on how well individuals excel at their jobs in the workplace. To some degree the rating system may resemble an academic report card or perhaps an intricate scoring system. In today's age, performance reviews are highly valued as resources are limited while the large supply of walking talent floats within the job market. Aside from assisting employers how they should allot their assets to the most deserving employees, it is necessary for people to know where they are rated and ranked among their competition. This differentiates those who perceive their position to be a job versus one that is a stepping stone on a career path. Such reviews are either held semi-annually or annually, whereas companies may also conduct reviews after new employees complete their probationary period. A fair amount of companies do bring new employees on board with probationary terms that usually last either 90 days (3 months) or 180 days (6 months). These provisions may vary due to the size of the company and factors that lead management to enforce these decisions.
Some of the elements that add weight to one's performance reviews are the following:
*Attendance-this shows consistency in behavioral patterns of an employee to employers and clients.
*Results-it is VERY important that workers yield positive output(s) than just trying their best. Remember results lead to business profits which further lead to salary/bonus increases. In business, numbers speak volumes as they appear the most objective form of making quick calculated decisions.
*Communication-employees are judged on how well they function in a corporate culture along with their colleagues, clients, etc. This may also include your writing, messaging, phone demeanor and inter-personal skills.
*Personality-this is a tricky variable to assess so usually one's attitude and intangible demeanor is judged in reference to their position and corporate values.
Sometimes the wrong personality can be matched with a job position that the employee performs poorly without realizing their introvert or extrovert demeanor conflicts with the nature of the position. If such deviation is acknowledged early on by the employer, it is possible the employee can be moved to a more appropriate opportunity that aligns with their true self as this strategic move increases their performance potential.
*Team Work-some employers put more emphasis on team work than others where employees are critiqued on how well they work, communicate and deliver results in their groups. How well people function in their work teams also offers a clue of how well the company is perceived by outside clients and critics. One adamant personality can change the dynamics of an entire team and if the entire team becomes effected by such distractions, it affects the overall team performance.
*Initiative-how often do employees anticipate the needs of those whom they serve and act upon it before they are asked to do so. Forecasting future needs, planning accordingly to meet them and delivering such expectations in time proves an employee can take the time to think, to take a risk while planning, and to claim responsibility for turning these thoughts into actions.
*Observational Behavior-managers do pay attention to behavior to see if employees are credible in their speech and actions, if employees honor confidentiality, if employees abuse company resources and time, if employees are representing the company properly; how well employees are perceived by their colleagues, etc.
The short list of variables listed above can determine whether an individual will be granted a salary increase, a bonus, a promotion and many other perks that follow a successful performance review. To the contrary, receiving less than stellar ratings can also jeopardize one's position as one can be put on probation or be asked the company.
In a neutral scenario, the employee can be granted a fair amount of time to improve their performance before the final assessment. Depending on the nature of the business, employees are expected to improve their performance immediately while a follow up review is performed in a two week to a three month time frame.
In most cases generic or customized forms are used as in the format(s) below:
-Open ended questions
-A rating systems (1 to 10 with '10' being the best)
-A ranking system (prioritizing employee attributes)
-A questionnaire that engage team mates to also contribute feedback
-A questionnaire for the employee to judge and rate their own performance, etc.
A few of these formats can be used in one form; in addition supplementary criteria determine how evaluations are performed.
After all said and done, it is the employee that primarily determines how well their review will yield successful results. So if things aren't going well as anticipated, speak up and seek guidance from your boss to change the outcome in time.
Best of Luck!
Some of the elements that add weight to one's performance reviews are the following:
*Attendance-this shows consistency in behavioral patterns of an employee to employers and clients.
*Results-it is VERY important that workers yield positive output(s) than just trying their best. Remember results lead to business profits which further lead to salary/bonus increases. In business, numbers speak volumes as they appear the most objective form of making quick calculated decisions.
*Communication-employees are judged on how well they function in a corporate culture along with their colleagues, clients, etc. This may also include your writing, messaging, phone demeanor and inter-personal skills.
*Personality-this is a tricky variable to assess so usually one's attitude and intangible demeanor is judged in reference to their position and corporate values.
Sometimes the wrong personality can be matched with a job position that the employee performs poorly without realizing their introvert or extrovert demeanor conflicts with the nature of the position. If such deviation is acknowledged early on by the employer, it is possible the employee can be moved to a more appropriate opportunity that aligns with their true self as this strategic move increases their performance potential.
*Team Work-some employers put more emphasis on team work than others where employees are critiqued on how well they work, communicate and deliver results in their groups. How well people function in their work teams also offers a clue of how well the company is perceived by outside clients and critics. One adamant personality can change the dynamics of an entire team and if the entire team becomes effected by such distractions, it affects the overall team performance.
*Initiative-how often do employees anticipate the needs of those whom they serve and act upon it before they are asked to do so. Forecasting future needs, planning accordingly to meet them and delivering such expectations in time proves an employee can take the time to think, to take a risk while planning, and to claim responsibility for turning these thoughts into actions.
*Observational Behavior-managers do pay attention to behavior to see if employees are credible in their speech and actions, if employees honor confidentiality, if employees abuse company resources and time, if employees are representing the company properly; how well employees are perceived by their colleagues, etc.
The short list of variables listed above can determine whether an individual will be granted a salary increase, a bonus, a promotion and many other perks that follow a successful performance review. To the contrary, receiving less than stellar ratings can also jeopardize one's position as one can be put on probation or be asked the company.
In a neutral scenario, the employee can be granted a fair amount of time to improve their performance before the final assessment. Depending on the nature of the business, employees are expected to improve their performance immediately while a follow up review is performed in a two week to a three month time frame.
In most cases generic or customized forms are used as in the format(s) below:
-Open ended questions
-A rating systems (1 to 10 with '10' being the best)
-A ranking system (prioritizing employee attributes)
-A questionnaire that engage team mates to also contribute feedback
-A questionnaire for the employee to judge and rate their own performance, etc.
A few of these formats can be used in one form; in addition supplementary criteria determine how evaluations are performed.
After all said and done, it is the employee that primarily determines how well their review will yield successful results. So if things aren't going well as anticipated, speak up and seek guidance from your boss to change the outcome in time.
Best of Luck!
No comments:
Post a Comment