The Essentials Of Employee Evaluation

performance

What is evaluation?

An employee’s professional life depends upon his/her evaluation, it could make or break the image created through years of devotion and hard-work.

Employee evaluation can be done accurately and efficiently provided the feedback mechanism has gone through different phases and is transparent; so that the end product is expected and doesn’t come as a shock. There are procedures where a self-evaluation is a prerequisite from employers and is a constructive way of easing the communications between them.

Evaluations have a direct effect on employee and a negative evaluation can sometimes be considered discriminatory and bring out evident agitation.

A more in-depth system can be a 360-degree evaluation, which involves a multi-layer assessing mechanism through managers, supervisors, colleagues and annual reports. The process becomes truly 360  degree evaluation when someone from within the company or outside the company, including a particular customer/client evaluates the employee and hence, the circle of assessment comes to a completion.

Evaluations can be pretty tricky if not done with extra care and vigilance  because one wrong move or personal conflict that could result in bad evaluation can cause immense grief at the employee’s end and would push the employee towards filing a claim against them. It is imperative that all procedures be clearly understood by both parties and avoid unnecessary misunderstanding later. Hence, any lack of communication can blow things up, so it is critical to not waste time on repetitive useless collection of data.

An employer should never come into a direct conflict with the employee by tarnishing his/her reputation by subjecting them to discriminatory attacks, something that would give them an impression that not only is this about their professional lives but it is also about their loyalty and character.

 

Why Is Evaluation Important?

With a wide array or evaluations done these days, it is important to understand the core value of doing an evaluation. Doing an evaluation provides a solid foundation on which any promotion or disciplinary action is taken. It is the very basics and a fundamental component of the evidence of misdemeanor and any evaluation if not done with right intentions or properly can bring a bad name to the company.

It is always a good to follow a certain criteria when evaluating an employee and a few tips an employer should take into consideration are given below.

  • Follow a manual or a pre-defined policy because anything done outside the criteria for evaluation can sound shady
  • An official sheet of terms is going to be a great help with to-the-point objectives
  • Extremely ambiguous comments, using harsh language would not offer any support, always point to alerts and raise your concerns as discreetly as possible
  • All kinds of biases should never effect an employer’s ability to evaluate a certain employee; like targeting their age, sex or physical disability and making it a central focus regarding their performance.
  • The set of responsibilities and tasks should always be clearly defined and no employee should suffer a negative report coming from the employer about a job they didn’t know about.
  • The nature of comments should always be about their job, performance and progress. Anything that hints towards behavior should be notified along with a note from the company policy manual
  • All reports that are provided at the end of the year should include a complete year and not just a few months
  • When an evaluation report is ready, it is a moral obligation of an employer to notify the employee and give him/her an ample of space and time to come forward and justify their stance confidentially. Settling these claims in private can reduce any emotional instabilities and enhance the workplace productivity.
  • The most important aspect of employee evaluation is to bring improvements, so any encouragement and constructive feedback that appreciates their work should be included.
  • Keeping track of the notified deficiencies in an evaluation is a must as they will be the sole evidence for an employee’s promotion, suspension or termination.
  • Always be careful, if you have issued a handbook to an employee, then the employment can only be  terminated for the cause stated there. Some organizations have a handbook given to managers only that are specific to the laws of disciplinary actions and terminations.
  • The policy may state, who has the authority to take certain actions pertaining to disciplinary actions, suspensions and terminations
  • Failure to follow these guidelines might subject the employer to a lawsuit
  • The employer handbook should never be shared with the employees and no promises should be made in an employee handbook regarding the kind of disciplinary actions that could be taken
  • All warnings done, should be given orally first and then put in a written format, signed and dated
  • All breaches of laws including extended absence or any infringement of regulations that a company follows: including wasting time on personal matters more than normal should land into an oral or written warning.
  • If the violation crosses the margins of a subtle offense, it can lead to a suspension and never a termination, allowing matters to cool down.
  • In case of a serious criminal offense like alcohol consumption during work hours, sexual harassment, tampering of office documents, vandalizing  office property, carrying illegal weapons and substances may result in a prompt termination of the employee and handing the matter over to police authorities
  • The disciplinary actions vary according to the nature of business and what fits one company might not be suitable for others

There should be a space given to the employee to avail a last chance in case of a termination, this is a written document or a contract that states; “the employee has agreed to rectify his/her behavior and would comply with all rules and regulations in the future and one last chance may be given. If the problem recurs, it will be taken as a proof of irreversible action against them.

What must be understood by all  this is, that an evaluation is not just a serious job but weighs in a lot of responsibility on the shoulders of the people that have been given the performance evaluation task

Give Your HR A Face Lift

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The diversification of teams at workplace is increasingly bringing up a question, that most of the HR industry has not been answering –           ” why is there no cost-efficient high quality tool with zero set-up cost that works like a charm for small-mid-sized companies. The key is to not break their budget and still be profitable”  The answer is there is a huge void left in that space and there is literally no one out there that does that.

There is an evident need of an HR face-lift for years now. Flexible All-In-One Platforms are going to be the next big game changers. There is an urgency for HR solution providers to revamp their age-old practices. Larger Enterprise solution providers scare companies away with their over the top prices and complex, multi-layered, hard to get use-to set-ups, that require extra service charges. Everything seems to be a trap, so the customers are paying a lot for too little. The other softwares offer limited HR services and leave huge gaps, leaving no choice for small-mid sized companies. Expensive is better, is no longer true these days, since there are cloud based SaaS solutions to solve that.

WebHR ( http://webhr.co ) is one of those unique All-In-One HR platforms that has an ample of capacity to customize itself according to the needs of its customer base. Rapid innovation, has set WebHR apart from mediocrity of slower more traditional platforms, charging ridiculous price from the customers. WebHR incorporates innovative techniques to tackle this and has been handling way more pain points than any other HR  operating model. It has become an “HR Manager” for companies that have just started and don’t even have an HR department, to going as far as an “internal HR consultant”, that replaces a whole team of people required to define talent practices. It has become the planning expert, analyst and an internal auditor, solving all problems at once. WebHR is innovating at a rocket pace using AI and automating things that have never been automated in an HR software before.

Data science has become an integral part of the face-lifts and WebHR has been researching the future prospects continuously. The new workforce around the globe is treading the margins and has crossed into a territory, where laws and rule books have to be re-written accordingly. The change is evident in the cultural and gender diversification including the dynamic nature of their job titles.

WebHR is the true digital HR that the markets have been searching, as it knows how to evaluate the trends and shapes it accordingly, designing enhanced tools for a better, more engaged and closely knit DNA of a team structure at at work. Allowing them to communicate through HR in a fun Facebook kind of way and still perform their hard-core HR activities with ease. WebHR’s fluent and easy app, is now the most reliable HR platform existing. WebHR is a platform that a company seeks when their employees join, to their exit, to even after they leave. This is by far, the most detail oriented platform to ever surface.

The perfect feedback is that, it is easy to use, since WebHR managed the difficult and intricate part of making it user-friendly at the back end, so that what shows at the front is a superior,  flawless,and fluent UX. A frequently noted feedback is that they haven’t seen anything like it. WebHR’s amazing advancement in AI and NLP has been ground breaking and people in this industry need to watch out for WebHR, as it is paving its own way to the top.

WebHR has a way of transparent goal setting, performance management, evaluation and enhancement, anonymous employee data converted into analytical reporting , access and evaluate data that the top management of a company wants to see , employee wellness, document sharing, advanced tool for on-boarding and managing different types of employees, mobile time and attendance, e-tracking, e-signatures, benefits management and a lot more. It  has forced the CEO’s to be more connected to their teams and conduct evaluations and surveys to generate a vibe that says, there is a sense of harmony across the team.

WebHR has stepped into uplifting the user experience and incorporating futuristic practices. WebHR is all ripe to disrupt this industry and is going to do it faster.