A Performance Management system is only as good as its evaluation process. It is not enough to implement an effective program that covers all the basics, but you must be able to measure its success via assessments and performance reviews. This will in turn allow you to see where modifications need to take place.
There are a variety of assessments that can be utilized to determine skill, knowledge, and ability. These assessments can be administered when the individual is a prospective team member or an actual team member.
Types of Assessments
Pre-Screening: A Pre-Screening Assessment can be used to find out information on a prospective team member’s skills and knowledge before committing to hire them and this can save the team costly mistakes down the road.
360-Degree Review: As its name implies, this type of assessment takes a comprehensive look at a team member with regard to their work performance. This information can be attained by involving a diverse pool of individuals, with varying levels of interaction with the team member (e.g. supervisor, peers, clients, etc.)
Knowledge: This type of assessment generally takes on a questionnaire format. It allows the team leader to ask specific questions on topics relating to the business, usually in the form of multiple choice questions.
While each company has its own ideas of what a performance review should include, here are steps that should be taken with regard to all performance reviews:
- Preparation: Both the team leader and team member must be adequately groomed for the review. This may involve reviewing any notes, engaging in a one-on-one discussion with the team member beforehand or simply making the team member aware of the review in advance.
- Prioritize the meeting: To show the team member that this review is a top priority, there should be a formal agenda that is adhered to. There should also be as few interruptions as possible.
- Encourage positivity: When speaking to the team member, invoke positive responses by communicating in a positive manner.
- Clarity: Be sure the purpose of the meeting is clear from the beginning.
- Expectations: Review the job description, why it is needed, and the standards of performance.
- Explain team member’s performance: Discuss the team member’s actual performance, whether it fell below, met or exceeded expectations. Give specific examples.
- Team Member feedback: Allow the team member to express their concerns or suggestions.
- Goal-setting: Discuss goals for areas that require improvement. If there are no “areas for improvement”, create goals to enhance the knowledge and skills of the team member for personal development as well as bettering the team as a whole.
- Follow-up: Determine the appropriate method and or time for follow-up.
- Closing: The meeting should end positively. Review the contributions the team member is making to the team. Inform the team member that you are willing to help in any way necessary.