Mauro Libi: Where is the performance evaluation points going?

On some occasions, we have recall to the performance evaluation but only in a lateral way, so in this opportunity we will talk a little bit more about the subject, in particular, on the trends of this system.Let us define that the performance evaluation is a formal system which objective is to estimate the accomplishment of the worker’s labor obligations.The idea is to document the performance and productivity of an employee to point out what areas they could improve.

This instrument allows the managers to evaluate their workers and then, use the evaluation results at the moment to decide a promotion, transfer, dismissal or a salary increase of these employees.With performance evaluation, team leaders, managers or directives have the possibility to carry out a quantitative and qualitative analysis of the efficiencyrank that the workers show in the performance of their tasks.

The issue that keeps us occupiedhas to do with the validity and reliability of the traditional methods of performing evaluation, that at this point has been demonstratedhow obsoletethe carrying out of the evaluation is, becoming evident with current standards.This is why, the semi-annual or annual evaluation that was customary to do, is being replaced by other ways of doing the assessment.What are these trends? Let's see:

·     The new way of evaluating aims at analyzing information on a continuous way and not only semiannually or annually as previously done. The direct result of this is that now the methods are simpler when the direct qualitative qualification prevails. So, the old way to make reports is in the past, and a closer relationship characterized by dialogue between bosses and workers has taken place.

·        The old way of measuring the achievement of objectives that asked for complicated methods of comparison is being replaced by an individual coaching in which there is feedback throughout the year.It takes into account the skills to be developed, interests, strengths and determine in which area the worker could have a better job performance.

·      The man, the human being, is the new protagonist of the evaluation process to help them to achieve growth and personal development, not as a consequence of a spasmodic and circumstantial evaluation, but a permanent one. It is required to stimulate meritocracy.

·         Instead of measuring numbers, it is talked about what allows a constant review of objectives and progress based on strengths rather than correctingweaknesses.

·    Teamwork and collaboration getimportance, as it does learning, effort and alignment with business values.

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