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Far beyond the training Analysis of the profession itself, it is important to think about the process as a whole. Here are some tips for applying performance appraisal in the best way:

set goals

Okay, you want to assess the performance of employees… But based on what?

That's when you sit down to define the goals of this process. Those in the performance and productivity indicators that will guide the evaluation.

It is important to have specific indicators for each sector, consistent with the daily routine of each professional.

In this way, it is possible to measure the progress (or setback) of employees, relating them to the company's goals.

Develop a strategy

The next step is to start with the evaluation strategy:

What will be your approach or the evaluator chosen? More empathetic and open to conversation or more objective?

Also, what do you want to measure?

Results within a period of time?

Behavioral performance and the search for results?

Your hard skills, soft skills, and your behavioral profile?

Or the critical success factors that enable you to reach your goals?

Define a valuation type

It's time to analyze your corporate structure and define which type of assessment best fits that context, according to the objectives of the People Management sector.

give feedback

You've already learned how important feedback is, right? In particular, the applicants — regardless of whether they are positive or negative.

This is a vital part of performance appraisal. Something primary in a matter of importance.

So, take a moment on the agenda and give your employees the proper return, with valuable content!

Establish a periodicity for performance evaluation

Think about it: shouldn't your team receive frequent feedback on their performance? There are no cons, only pros.

It's a way to connect even more with your employees, direct them in the best way and keep the whole team focused on their own goals, as well as on the company's goals.

So, remember to define more frequent performance reviews (at least 4 times a year).

Use technology to your advantage

Betting on technology gives the possibility to create a more complete performance evaluation.

There is no way to read and manage all data more accurately than with the help of a complete tool.

It is a certainty of results, as it allows for much more agility in the construction and development of your people management strategy.