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How can you create a performance evaluation system that works for everyone?

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Performance evaluation is a vital process for any organization that wants to improve productivity, quality, and employee satisfaction. However, creating a system that works for everyone can be challenging, especially when you have to deal with different goals, expectations, and feedback styles. In this article, you will learn how to design and implement a performance evaluation system that is fair, consistent, and effective for your administrative team.

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Marina Bertollucci

Superintendente Executiva de RH
José Manuel Chamorro Laborda

Psicólogo Organizacional. Consultor Estratégico en Gestión de Personas. Profesor en universidad y escuela de negocio.

1 Define your purpose and objectives

Before you start evaluating your employees, you need to have a clear idea of why and how you are doing it. What are the main goals of your performance evaluation system? How do they align with your organizational vision and mission? How will you measure and communicate the results? How will you use the feedback to motivate and develop your staff? By answering these questions, you will be able to create a framework that guides your performance evaluation process and ensures that it is relevant, meaningful, and transparent for everyone involved.

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José Manuel Chamorro Laborda

Psicólogo Organizacional. Consultor Estratégico en Gestión de Personas. Profesor en universidad y escuela de negocio.
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Crea un sistema flexible, ágil, sencillo y funcional. Involucra al empleado en el dise?o. Coloca al empleado en el centro del proceso. Sensibiliza, prepara y acompa?a a la organización. Fomenta una cultura de feedback continuo. Aprovecha la tecnología para facilitar el proceso. Y no dejes de comunicar, comunicar y comunicar el para qué y el cómo.

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Ali Bumarah

Human Resources Director & Legal Advisor | Expert in Talent Management, Compliance, and HRIS | Enhancing Organizational Efficiency and Employee Relations
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You should evaluate the effectiveness and impact of your performance evaluation system, and solicit feedback from your employees and stakeholders. You should identify the strengths and weaknesses of your system, and make any necessary adjustments or improvements. By doing this, you will ensure that your performance evaluation system is dynamic.

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??Sabrina DALI

???? Gestionnaire ADV ????
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Je n'ai aucun employé mais je peux dire après l'avoir été plusieurs années qu'il est important d'avoir des entretiens réguliers.

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Gabriela Brígida

Customer Experience Analyst | Customer Centric
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Comece definindo critérios claros e mensuráveis que reflitam as responsabilidades de cada fun??o, considerando também o desenvolvimento pessoal e profissional. Permita que os funcionários participem ativamente do processo, estabelecendo metas alcan?áveis e fornecendo feedback regular. Flexibilidade é essencial; considere diferentes estilos de trabalho e necessidades individuais ao avaliar o desempenho, garantindo que o sistema seja justo e promova o crescimento tanto da equipe quanto da organiza??o.

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Frederico N.

Hotel Cluster Managing Director // Multi Property General Manager // Managing Director // Corporate Operations Executive
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Most important is knowing why… esto lo comenta Simon Sinek! Comparto su visión ya que muchas empresas no saben el porqué de sus acciones y eso es un error fundamental, como evaluar si no se el corazón de mi acción?!

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2 Choose your methods and tools

There are many ways to conduct performance evaluation, such as self-assessment, peer review, 360-degree feedback, rating scales, goal setting, and behavioral observation. Each method has its own advantages and disadvantages, depending on the context and purpose of your evaluation. You should choose the methods and tools that best suit your objectives, culture, and resources. For example, if you want to assess your employees' skills and competencies, you might use a rating scale or a behavioral observation. If you want to foster collaboration and learning, you might use a peer review or a 360-degree feedback. You should also consider the frequency, format, and duration of your evaluation, and how you will collect and store the data.

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Valeria Perezutti

Búsqueda Activa | Community Manager | Administración laboratorio clínico de análisis | Participación gestión de calidad sanatorial
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En el mundo empresarial de hoy, la gestión del desempe?o evoluciona para adaptarse a la diversidad de talentos. La clave está en los métodos y herramientas que utilizamos. Las evaluaciones 360 grados, objetivos SMART, herramientas de autoevaluación y la tecnología estratégica son componentes esenciales para un sistema de evaluación del desempe?o que funcione para todos. La retroalimentación continua se convierte en el motor que impulsa el desarrollo constante.

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3 Communicate and train

One of the most important steps in creating a performance evaluation system that works for everyone is to communicate and train your employees on what to expect and how to participate. You should inform them about the purpose, objectives, methods, and criteria of your evaluation, and how it will affect their career development and compensation. You should also provide them with the necessary skills and tools to give and receive constructive feedback, set SMART goals, and create action plans. By doing this, you will increase their engagement, trust, and confidence in the process, and reduce any anxiety or resistance.

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Valeria Perezutti

Búsqueda Activa | Community Manager | Administración laboratorio clínico de análisis | Participación gestión de calidad sanatorial
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En el viaje hacia un sistema de evaluación del desempe?o inclusivo, la comunicación y la capacitación son los cimientos. Desde la claridad inicial hasta la retroalimentación continua, cada paso cuenta. Sesiones de capacitación personalizadas, herramientas de comunicación en tiempo real y un enfoque en el desarrollo continuo son esenciales para un proceso que funcione para todos.

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Andrea Londo?o Ruiz

Abogada | Magíster en RRHH | Especialista en Alta Gerencia | Especialista en Gestión de Talento Humano
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La comunicación asertiva es la clave para impactar positivamente en las organizaciones y por este motivo a los líderes se les debe capacitar constantemente para realizar retroalimentaciones efectivas, que motiven a los colaboradores y tengan un enfoque claro. Es importante saber llamar la atención, como saber felicitar los logros de los equipos de trabajo y esto es algo que necesita tanto inteligencia emocional, como preparación.

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4 Conduct and document

Once you have established your framework, methods, and expectations, you are ready to conduct and document your performance evaluation. You should follow the guidelines and standards that you have set, and be fair, consistent, and objective in your assessment. You should also be respectful, honest, and supportive in your feedback, and focus on the strengths, achievements, and areas of improvement of your employees. You should document the results and feedback of your evaluation, and keep them in a secure and accessible place. You should also ensure that your employees sign and acknowledge their evaluation, and that they have the opportunity to ask questions or raise concerns.

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5 Follow up and review

The final step in creating a performance evaluation system that works for everyone is to follow up and review your process and outcomes. You should monitor and support your employees' progress and performance, and provide them with ongoing feedback, coaching, and recognition. You should also evaluate the effectiveness and impact of your performance evaluation system, and solicit feedback from your employees and stakeholders. You should identify the strengths and weaknesses of your system, and make any necessary adjustments or improvements. By doing this, you will ensure that your performance evaluation system is dynamic, responsive, and aligned with your organizational goals and values.

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Dr. Nagesh Joshi Scrum Master

Assistant Manager at Tata Consultancy Services
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The most important thing is that, team members should be apprised of his or her performance from day 1 itself and it should not have happened on the day of review, that team member is not aware of the scenario. This creates an issue while collaborating with the team and impacts the work culture.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Marina Bertollucci

Superintendente Executiva de RH
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Simplicidade e clareza na cria??o do modelo! Muitas vezes caímos na armadilha de criar algo muito elaborado e esquecemos de focar no pontos mais importantes: - o que é o desempenho dentro da organiza??o. A cultura valoriza apenas a meta em si ou como se chega lá também é importante? Ex. Valores, comportamentos… - as metas est?o alinhadas com a estratégia da organiza??o? Entrega de valor para os stakeholders? - existe clareza de onde se pretende chegar e como cada um pode contribuir para alcan?ar esse resultado? - os resultados da avalia??o ser?o utilizados para que? Desenvolvimento individual, mérito, promo??o, b?nus… - existe clareza do processo? Lembrar que a ferramenta/ tecnologia a ser utilizada é o meio e n?o o fim ??

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How can you create a performance evaluation system that works for everyone?

1

2

3

4

5

6

1 Define your purpose and objectives

2 Choose your methods and tools

3 Communicate and train

4 Conduct and document

5 Follow up and review

6 Here’s what else to consider

Administrative Management

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How can you create a performance evaluation system that works for everyone?

1

2

3

4

5

6

1 Define your purpose and objectives

2 Choose your methods and tools

3 Communicate and train

4 Conduct and document

5 Follow up and review

6 Here’s what else to consider

Administrative Management

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