Who has never received unsubstantiated or crooked feedback in their lives? So, when you have the performance assessment process, it is possible to obtain more data on that employee's performance and thus prepare less biased and subjective feedback, more constructive and argumentative.
A well-prepared and communicated Assessment process breaks paradigms, making clear what the company expects from the employee, what leaders and colleagues perceive about a particular employee, assisting proper development.
When we have a successful performance assessment process, we can ensure that the employees feel more comfortable expressing their opinions and perceptions. In this way, we are able to collect information necessary to improve the work environment and find each employee's development points.
The assessment can clearly measure each employee's strengths and aspects to be developed, bringing about inputs to the managers so that they can develop their management in a more humanized, personalized and adaptable way, better knowing what skills each of their employees has, in addition to better helping them to develop individually and as a team.
At the time of the self-assessment, the assessment process encourages the employee's reflection in relation to how well they are performing within the company, in addition to promoting understanding and perception of their strengths and development. And finally, it helps to find biases that are present in their training that can hinder their integration with their team or with their managers.
With the performance assessment, the evidence of good performances is highlighted and so is the measuring tool. This helps managers and HR to structure a more just and real recognition culture; in addition to promoting the identification of talents for promotions, bonuses, among others.
When we indicate direct or indirect peers in the assessment, we encourage employees to reflect on the impact of their colleagues on their development, in addition to showing that individual development is not only the manager's responsibility but a joint responsibility. This also helps to promote a feedback culture and more integrated team building.
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