While the ‘official definition’ of employee performance boils down to ‘the job related activities expected of a worker and how well those activities were executed, it is so much more than that. Many business personnel directors assess the employee performance of each staff member on an annual or quarterly basis in order to help them identify suggested areas for improvement’.
Performance criteria are standards for employee behavior as well as employee performance at work. These criteria go beyond the assessment of how an employee performs their duties at work. Employees are rated on how well they do their jobs compared with a set of standards determined by the employer.Employers often use tools to make sure employees’ efforts are measurable and actionable.
Employee performance can be accurately rated by a learning and performance management system that effectively plans, monitors, develops and rewards employee performance. This way, a performance management tool can also encourage innovation.
Avoid being too vague about what you liked and didn’t like in your employee’s work. Performance reviews can only work when they use specific examples that will improve an employee’s job performance.
If you have multiple employees that you need to give reviews to, spread them out based on hire dates and don’t wait until the end of the year. Throughout their work life, keep a file or document where you can jot down specific instances of both good and bad performances and job habits.
Logically, as part of the review, employers set goals for the coming year. Performance reviews only work if there is follow-up throughout the entire year and not just for an hour once a year.
In addition to the various tasks that make up the work, enterprises also need to take the behavior of the employee into account. For example, productivity is affected due to excessive absenteeism, poor attitude, lack of teamwork, and numerous errors.