What is performance review?

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Performance review or performance evaluation is a mechanism that the company applies to measure the development of its employees.

The main objective is to compare the development of the individual in the organization within a given period.

Therefore, applying the performance review method is something that can positively contribute to the company and achieve better results. With this in mind, in this article you will see:

What is performance review?
Why evaluate employee performance?
Main objectives of the performance review
How to apply performance review in your company?
Types of performance evaluation?
Performance evaluation failures
Importance of feedback
Let's go?

The performance review can ea dominican republic mobile phone number sily be compared to a ruler : it is with it that the company can measure whether the employee is able to fulfill the skills and responsibilities of the position he holds. It is from this perspective that the employee can see what level he is at , thus having greater clarity about where he wants to go and what needs to be done to achieve it.

Furthermore, contrary to what many people think, performance reviews can be a two-way street. This is because leaders and subordinates can contribute to the development of both sides. This dynamic contributes to more assertive communication and also to everyone having more clarity within the processes and functions of the area.

In other words, performance review is an excellent tool when it comes to salary, bonuses, promotions, dismissals, training and career planning, being able to provide development and growth for those being evaluated.

Why evaluate people's performance?
Regardless of the position, evaluating employee performance goes far beyond a mechanism; it is an organizational strategy . Especially in Product teams , for example, it is essential that everyone is aligned regarding what is expected of each person. Therefore, performance evaluation is a way to guide the prioritization and continuous improvement processes.

Instead of firing an employee at the first sign of wear and tear, a performance review offers the opportunity for correction. Therefore, it gives the employee the chance to improve a skill that was not yielding good results until then. On the other hand, the company also benefits. When employees are evaluated, the organization can see through the results whether that professional is in line with what the company wants , not only in a technical sense but mainly in a cultural sense.

Main objectives of the performance review
Performance evaluation has everything to do with development, and as you have already seen, both the company and the employee benefit.

Among the main benefits of establishing a performance evaluation routine, we can highlight:

Assist in the employee's adaptation to the position and organization;
Identify the individual's current moment and highlight potential for professional development;
Generate training structuring resources;
Facilitate the collection of indicators for salary, bonuses, promotions, dismissals.
How to apply performance review in your company?
The performance review must be applied at regular intervals, thus monitoring the employee's development path more clearly.

It is recommended that employees are evaluated quarterly or biannually , this is the most appropriate period of time, after all, after receiving feedback on the results, the employee has enough time to make the necessary corrections.

Some aspects to be evaluated in the performance review are:

Adherence to the company's mission, vision and values;
Competitiveness;
Quality;
Relationships;
Business culture;
Vision of the future.
Types of performance evaluation
There are several company formats, and performance reviews are adaptable, so HR can choose the type of performance evaluation that best fits the organization. These are:

Graphic rating scale: evaluates employee performance using previously defined indicators. To facilitate the assessment, the company can present examples of expected behaviors.
Forced selection and distribution: evaluates employee performance through descriptive phrases related to performance on assigned tasks.
Field research: the assessment takes place between a performance assessment specialist, manager and employee, identifying reasons for such performance through analysis of facts and situations.