Ways to evaluate individual Performance

1.

Ways to evaluate
individual Performance

2.

Performance Evaluation Methods
A comprehensive employee appraisal is often made up
of several different methods of performance evaluation.
While managers and organization can use just one
evaluation process when judging an employee's
performance, they often use multiple evaluation
methods
This combination provides a broader picture of the
areas where an employee needs improvement and
how employee development can be improved.

3.

Performance Evaluation Methods
Management by Objectives (MBO)
360 Degree Feedback
Self Assesment
Critical Incident Method

4.

Management by Objectives
Management by objectives (MBO) is a systematic and organized
approach based on the setting of clear and measurable objectives
and achievable goals by management, and using those objectives
to evaluate and review performance
MBO helps to plan for and create effectively performing employees
The basic principle behind MBO is to ensure that both managers
and employees have a clear understanding of the aims and
objectives of the organization as well as their own role in fulfilling
them

5.

MBO-How it works
All employees in an organisation are given a set of goals
they have to reach within a predetermined period.
These objectives are mutually set and agreed upon
between managers and employees.
Performance reviews are conducted periodically to
evaluate whether employees are achieving these
objectives and to what extent. Feedback is provided to
employees at scheduled interval meetings.
If these goals have been reached, employees are
rewarded according to results.

6.

Management by Objectives
To achieve clarity and understanding of goals,
S.M.A.R.T goals are often used, which means
goals that are:
Specific
Measurable
Achievable
Relevant
Time-bound

7.

360 Degree Feedback
360 degree feedback is a method and a tool that
provides each employee the opportunity to
receive performance feedback from his/ her supervisor
and some of their peers
In 360 degree feedback, typically between 8 and 10
people complete questionnaires or give structured
feedback describing the performance of the individual
under review
The reviewers represent different types of work
relationships with the individual: they could be peers,
direct reports, more senior colleagues, or customers

8.

360 Degree Feedback
360 degree feedback allows each individual to
understand how his effectiveness as an
employee, coworker, or staff member is viewed
by others
The most effective 360 degree feedback
processes provide feedback that is based on
behaviours that other employees can see.

9.

360 Degree Feedback
The purpose of the 360 degree feedback
is:
to assist each individual to understand his or
her strengths and weaknesses
to contribute insights into aspects of his or
her work needing professional development

10.

Self-Assessment
Employee self-assessments are often included in
the performance management process as they
give employees an active role to play.
Rather than simply being the "recipient" of
feedback from their manager, employees are
given a voice, and can inform or shape their
performance appraisal and ratings
This active participation helps them to be more
engaged with both their performance and the
review process overall.

11.

Self Assessment
An employee self-assessment evaluation
provides:
Opportunities for employees to take control of
their career by giving feedback on the current
situation
Opportunities for employees to inform
management regarding the need for training or
necessary resources to make future success
possible.

12.

Critical Incident Method
It involves identifying and describing specific
events (or incidents) where the employee did
something really well or something that needs
improvement
It's a technique based on the description of the
event, and does not rely on the assignment of
ratings or rankings, although it is occasionally
coupled with a ratings type system

13.

Critical Incident Method
Managers document incidents as they occur
and the incidents may be positive or negative in
term of the employee’s performance
The documented critical incidents are used to
identify an employee’s strengths or weaknesses
Some managers encourage employees to
record their own critical incidents
This places more responsibility with the
employee, and also does not require the
manager to have been present when the
incident occurred