Employees can be evaluated through a data-driven performance appraisal.
When conducting performance appraisals, it is important to consider the specific employee evaluation criteria. Choosing the best employee evaluation criteria can help ensure that evaluations are efficient and useful for improvement initiatives, while also being fair to employees. Good evaluation criteria often include a combination of subjective and data-driven information about each employee.
Communication and communication are critical when it comes to employees and co-workers.
Data-driven employee evaluation criteria refer to things that can be easily measured and examined through hard data. For a seller, this could include the value of sales over a certain period of time. Other factors, such as attendance records or a history of completing the project on time, can also be considered objective criteria, as they are primarily based on evidence. Data-driven performance appraisal is often the easier half of employee appraisal, since it involves basic facts. However, evaluating employees solely on the basis of objective evidence can paint an incomplete and often unfair picture.
Employees should have clear job descriptions against which their performance can be measured.
Subjective data covers many areas that can be just as important, or even more crucial, than objective data. In some cases, when employees do not have clearly measured goals to meet, subjective data may be the main source of evaluation. Collecting and measuring subjective information can be a longer process that includes taking staff records, requesting self-assessments, and talking to other employees about members of your team or department. While it is a complicated process, collecting this less specific information can be critical to creating the best employee evaluation criteria.
An employee’s personality and observed behavior can be an important source of appraisal information. Some areas to consider include whether the employee is trustworthy, communicates well with others, and is able to handle all the responsibilities that her job entails. Attitude can be an important factor contributing to performance appraisal, as one employee with a bad attitude can be a hindrance to the entire workplace. If an employee works with the public, it can be helpful to have a system that allows customers to report excellent or poor service as a means of evaluating performance.
Another area to consider when determining employee evaluation criteria is employee adherence to policies and rules. A nice and efficient worker can still present a disciplinary or loyalty problem if he refuses to follow company rules. Using company property for social or personal matters, ignoring dress codes, or consistently being late for work can all be signs of a developing problem with an employee. While rule compliance may not be the most important section of the employee evaluation criteria, it can be a great help in setting goals for workplace improvement.