The performance management process tends to be a very big headache for HR managers. This is because it requires a series of criteria that must be observed for the action to provide positive results. In addition to the tension that involves the leaders, there is fear on the part of the followers. Many believe that this moment can mean a dismissal and others don’t know how to deal with criticism. This is where the differentiated manager comes in. If you identified with this situation, don’t worry! Today’s content has everything you need to know about the performance appraisal process. Check out!
What is the performance management process?
Performance management is an HR tool aimed at analyzing the performance of employees based on their results and relationship with the team. It must be carried out periodically, according to the demand of the organization. Among the benefits that evaluation brings to the business, we can point out: identification of the need for training and improvement, fairer promotions and bonuses, increased productivity , reallocation of functions, etc.
What are the most common mistakes in the performance management l process?
Discover 5 tips that can help you in this process:
- Recency error
As the name implies, this is a trend related to recent events. Since many managers do not make an effort to monitor employee performance management, they end up giving notes related to short-term facts. When the team realizes this flaw, the company’s growth is hampered: as the leader only analyzes recent Performance management, professionals end up dedicating themselves more only at times close to the evaluation. Thus, the ideal is to take notes throughout the year, for example.
- Halo and Horn effect error
Both are equal errors, but with opposite criteria. While the Halo effect refers to the tendency to give a person positive grades on all items in the assessment, the Horn effect consists of scoring negatively. And that is very demotivating! This type of criterion is seen by the team as bias. If the manager really likes an employee, it benefits him. If you don’t like it, it harms you. When failure is noticed, the group does not strive to bring results, because what matters is the relationship management.
- Central tendency error
Often motivated by fear or insecurity, the person responsible for the performance evaluation tends to give central marks, such as 5 or 6, without taking into account the actual performance of the employees. The logic is as follows: if the grades are very good and then the employee drops in Performance management and is fired, the company can blame the manager. If the analysis is bad and then the professional stands out, it is understood that there has been a development.
- Fatigue or routine error
How many leaders do you leave for the last-minute assessment? Most, isn’t it? When the team is very large and the time is not enough to be judicious, the manager ends up suffering from fatigue or routine. After filling out a few assessments, it becomes difficult to distinguish who is who. In this way, the results end up being very similar, as the person in charge does not want to commit. The tip is to give intervals between one filling and another.
- Error of lack of feedbacks
After the evaluation , it’s time to call the collaborator in the room for a conversation. This is the crucial moment. Communication is the basis for a good relationship between leader and led and it is necessary to be aware of some factors. Don’t just focus on the employee’s mistakes and bad traits. Know how to value the qualities, because this is the differential. Give the feedback separately so you don’t embarrass the professional. Never yell and never forget to thank them for their commitment. Did you identify with any of these errors? So, leave a comment below telling us how the performance evaluation process is carried out in your company and what can be improved Performance management!
Avoid the 4 most common mistakes when applying performance Performance management evaluation
We know that for efficient people management, the basis is the correct use of available tools to develop employees . In this sense, performance evaluation plays a crucial role in the success of companies.
Read on and discover which are the most common mistakes in this process and how they can negatively interfere with the productivity of departments. Remember that HR managers need to ensure that leaders carry out assessments transparently, in line with existing internal policies.
To learn more about it, also read: Don’t confuse organizational performance management and performance appraisal.
Failing to do the performance evaluation
Perhaps the most serious mistake is the lack of performance appraisal . The lack of monitoring, feedback , analysis and advice ends up generating mass demotivation in high performance professionals. It is important for managers to keep in mind that employees want to be valued, recognized and developed.
Remember that the new generations entering the job market are increasingly demanding and impatient with growth opportunities. Therefore, companies that do not invest in performance evaluation, career planning and employee appreciation tend to have major problems in the future.
- Central Trend
As the name implies, this error refers to the act of evaluating employees with average grades , avoiding high or low grades. This can happen in cases where managers do not know the employees or with insecure leaders who do not want to cause problems with their subordinates.
This mistake can harm employees who present above average performance, knowledge and engagement, as well as those who are not delivering the expected results. As a result, the department is left without a real dimension of what needs to be improved.
- Halo and Horn Effect
The halo and horn effect are complementary. These errors are based on evaluations that focus on the extremes , either positive – in the halo case – or negative – for the horn. That is, the evaluators end up basing themselves only on the strengths of the collaborators or on mistakes.
In the case of the halo effect, leaders end up missing the opportunity to work on important weaknesses that would be able to improve the professional. In the horn effect, managers can demotivate their subordinates as they do not value their strengths.
- Impersonality or lack of information
A classic mistake that we can still notice in performance evaluations is the lack of preparation of the leaders or the lack of information about each employee. Unfortunately, it is common to find managers who are unable to separate periods in their schedule to get to know each team member, in order to list strengths and weaknesses.
Generalizing evaluations , analyzing professionals through perceptions based on “guess” or the average of the team is not effective. This type of attitude can impact the development of employees, team deliveries, organizational Performance management and financial results.
run away from mistakes
Now that you know some of the most common mistakes leaders make when conducting performance reviews, it’s time to think about solutions . Technology has allowed the development of HR systems that help managers when ensuring the assertiveness of the analyses.
HR professionals are able to implement a consistent model that allows them to enhance the evaluation Performance management . In this way, leaders can follow the evolution of each professional Performance management while evaluating the deliverables and competencies of each one.
Get in touch with our team to learn about all the advantages of using our HR system. Avoid mistakes and maximize your t