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  Amongst other things, evaluating employee performance helps in the overall growth of an organization or business. This is because, it breeds a challenging environment, where employees are on their toes to ensure productivity. Without this performance evaluation, employees in an organization will tend to show laxity and indifference to work. There will be no room for improvement and healthy competition. To a large extent, this process helps to keep employees motivated, as they know that good work is rewarded and inadequacy is not condoned. In this article, I will explain a few techniques you can employ as a business owner, to evaluate your members of staff.
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  • Self-evaluation

Here, rather than expecting an evaluation from the management, employees are asked to evaluate themselves. They are to provide a detailed report of how they carried out their responsibilities. This could be done weekly, monthly or quarterly. 
  • Peer review/evaluation

As the name posits, this kind of review or evaluation is carried out within the team. Team members are to gather reports on one another and submit them to the company’s management. Since team members are in a good position to know how each of them works, it could be a very productive tactic, as everyone will have something significant to say about every other person. This helps in building relationships among colleagues, even as they prove themselves.
  • 360-degree evaluation

This implies that employees are staged one by one and evaluated by every cadre in the workplace.
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They are evaluated by the managers, partners, colleagues and customers alike. What this evaluation provides is a balanced review of every employee. Since every stage has an expectation from each employee, their ability to meet these expectations is effectively weighed.
  • Scale evaluation

This is arguably the most patronized evaluation technique due to its simplicity. For this technique, you will draft a scale which will be used in grading the employees, based on their level of performance on each task. There will be a list of KPIs on which they will be graded on. These could include; quality of output, teamwork, customer service, etc. The grades could be on a scale of excellent to poor, indicating how each employee performed on each task. 
  • Productivity evaluation

It doesn’t necessarily make sense to have employees running around and performing one task or the other, without results. These results show productivity. Busyness without productivity is as good as useless. It is also vital that the productivity levels of employees are evaluated.
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At the end of the day, what result is an employee getting? How productive are tasks and how relevant are they to the overall sustenance of the business? Are their activities profitable to the business in any way? These questions should be considered while evaluating employees, to determine their relevance and if they are even needed in the company in the first place.
  • Continuous evaluation

Evaluation never ends. There is no point you will be in that you can conclude that evaluation has been completed on your employees. There is always a need for continuous evaluation. You don’t need to wait for the yearly or quarterly evaluation, you can actually do it on a regular basis. For this technique, there will be daily conversations between the manager and the employee on the tasks at hand and the progress so far. This will help identify areas where some employees are lagging behind and how they can perform better. There you have it; techniques for evaluating employee performance. Now you can employ one or more techniques to effectively evaluate your employees and run a more profitable and productive business. Featured Image Source: Entrepreneur
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This article was first published on 26th May 2022


Chidiogo Shalom Akaelu holds a degree in English and Literary Studies, from the University of Nigeria. She is a freelance writer, editor and founder of Loana Press, a budding online publishing outlet.

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