Voici comment vous pouvez garantir l’équité et l’objectivité de vos évaluations de performance.

Establishing clear, measurable criteria for performance evaluations is crucial for ensuring objectivity and transparency in the assessment process. To achieve this, each role within the organization should have specific, achievable, relevant, and time-bound (SMART) goals set for performance evaluation. By defining SMART goals, employees can clearly understand the expectations and how their performance contributes to the company's objectives. This not only provides a roadmap for employees to follow but also aligns their efforts with the overall strategic goals of the organization.

The 1st step for any PMS is to set clear criteria. Thus all the stakeholders are aware about needs to be achieved and how it will be measured. SMART goals are the perfect way to start any Goal Setting exercise, ideally a TOP DOWN approach needs to adopted while setting goals across the organisation. Clear criteria will lead to fairness and trust about the PMS process, while eliminating personal biases and favouritism.

This is exactly what PM is all about. Performance Management is a continuous process of communicating and clarifying job responsibilities, priorities, performance expectations, and development planning that optimize an individual's performance and aligns with organizational strategic goals. Thank you for sharing.

Para garantir justiça e objetividade nas avaliações de desempenho, estabeleça critérios claros e mensuráveis, e comunique-os a todos. Dê preferências a metodologias como a SMART, onde a avaliação que seja específica, mensurável, atingível, relevante e com prazo definido.

One way to guarantee fairness and objectivity during the performance evaluation phase is through establishing a clear and transparent criteria for Performance Evaluation via SMART goals for all roles and aligning them with the company's objectives, this will in turn eliminate any personal bias and promote objectivity rather than subjectivity because of the aforementioned alignment. So long as the criteria is specific, measurable, achievable, relevant and time-specific it can be accurately assessed.

Keep it short, Keep it clear, be transparent. By setting clear criteria, you will ensure that employees are aligned. Make sure the criteria you have is understandable, language aligns with the target group, and never "take for granted" that everybody understands the same idea. To avoid this, the criteria needs to be review by more than one person, and clear standards for the criteria need to be included too. Too much text, complex vocabulary, or ambiguous sentences could cloud performance evaluations.

You can ensure fairness and objectivity in your performance evaluations by maximizing transparency, defining clear rules of the game for the entire team, talking to clients and suppliers about that person, with metrics that everyone can calculate (so that they can be verified by both parties) and seeing how she/he treats people of lower professional category. Avoid receiving subjective opinions from colleagues and middle managers, as they can have a great bias based on power plays and dirty plays (360º evaluations are obsolete).

Guaranteeing fairness & objectivity in performance evaluations involves several key practices: 1. Use clear, consistent criteria aligned with organizational goals. Ensure all employees are aware of these standards. 2. Provide training for evaluators to mitigate biases and ensure uniform application of evaluation criteria. 3. Maintain detailed records of employee performance throughout the evaluation period. 4. Incorporate feedback from multiple sources to balance subjective judgments. 5. Conduct evaluations regularly to avoid recency bias and reflect ongoing performance. 6. Communicate the evaluation process and outcomes openly with employees, allowing for feedback and discussion.

Setting SMART goals for each role is powerful for performance management. Define specific, achievable, relevant, and time-bound objectives to eliminate ambiguity and bias. Regular feedback and strong communication skills are essential for success. Embracing feedback from various sources offers a comprehensive perspective on performance. Document accomplishments, challenges, and feedback instances for substantiating performance assessments. Building a culture of growth, support, and transparency strengthens your team and propels your organization toward success!

Las evaluación, debe hacerse con un criterio claro, objetivo y conocimiento de las responsabilidades de cada cargo, nunca utilizar métodos de mediciones personalizados, cuando nos concentramos en medir la evaluación de cada trabajador debemos, ver sus habilidades, destrezas, debilidades, que debe mejorar, su puntualidad, responsabilidad, cooperación , Iniciativa , trabajo en grupo, cada pregunta debe ser clara y enfocada en el trabajo que realiza,esto ayudara a sacar un aposentare adecuado para saber si cumple cabalmente o regularmente con sus funciones. Colocar un plan de tiempo para un clima agradable para que el entrevistado se sienta confiado con el evaluador seria lo ideal .

A constructive goals/targets aligned Feedback system is a effective tool of communication. Which helps both line-managers and team members to align tasks and plans roles accordingly to produce best business results. From my experience most effective targets & goals feedback discussions happens if, 1. Start of the year - aligned and clear Goals setting. 2. Half-yearly (or, quarterly) feedback - progress discussion based on goals and achievements. Discuss progress, shortcomings, expectations and improvements points in coming months. 3. Annual (year end) review feedback - praise associates efforts, discuss achievements, convey expectations met/not (based on goals). FYI. Most practical feedback method I used was the STAR method.

Fairness and objectivity in performance evaluations are crucial for employee development and trust. Transparent feedback on areas of opportunity, provided throughout the year, allows employees to clearly understand what is expected of them and where they need to improve. This ongoing clarity empowers them to take actionable steps to enhance their skills and performance. Additionally, focusing on an employee's professional brand highlights their strengths and contributions, fostering a balanced view. Leaders play a vital role by setting clear expectations and providing consistent, constructive feedback. This continuous approach ensures a fair evaluation process, driving growth and success for both employees and the organization.

A great way to ensure feedback is a positive process is to have it be more frequent. Quarterly conversations about performance should become the new norm in the workplace. Not only is it more realistic (some people have trouble remembering what they had for breakfast) but it works to lessen employee’s anxiety around feedback - creating a win-win.

Feedback on a frequent and meaningful way is critical to managing performance. It can be a quick conversation to acknowledge someone is on the right track and to keep going. It can be more involved such as during a regular 1:1 conversation where obstacles and options can be explored more fully. Knowing where you are relative to the objective is key. Getting them back on track helps to prevent issues later on. It can be quite motivating to learn that you are on track-both in time and progress. Decide from the start with each other the pace and frequency of feedback, on what, from whom, where, when. Feedback-when anticipated, can help with the dreaded pit in your gut when someone says "Can I give you some feedback?"

Os feedbacks regulares desempenham um papel crucial na avaliação de desempenho por várias razões importantes: 1.Desenvolvimento Contínuo: -Correção de Rumo -Aprimoramento de Habilidades 2.Engajamento e Motivação: -Reconhecimento -Sentido de Propósito 3.Transparência e Comunicação: -Clareza nas Expectativas -Diálogo Aberto 4.Redução de Ansiedade e Incerteza 5.Cultura de Aprendizado e Crescimento Em resumo, feedbacks regulares são essenciais para promover o desenvolvimento contínuo, aumentar o engajamento e a motivação, garantir transparência, reduzir a ansiedade, melhorar o desempenho organizacional e fomentar uma cultura de aprendizado e crescimento.

Instead of waiting for annual reviews, implement a system of continuous feedback. This allows for timely recognition of achievements and early identification of areas needing improvement. Regular check-ins foster open communication, where employees feel supported and understand how they are progressing towards their goals. This approach not only helps in making the final evaluation more comprehensive and accurate but also aids in the professional development of employees by addressing issues as they arise, rather than letting them accumulate.

“Todos necesitamos a alguien que nos dé feedback. Es así como mejoramos.” Bill Gates El proceso de retroalimentación es clave en la evaluación por objetivos. Para ello, recomiendo realizar un seguimiento constante e informado. Esto significa establecer reuniones con periodicidad regular, idealmente semanales. En estas reuniones, se deben considerar todos los objetivos o la mayoría, el plan de acción, tareas asignadas, cumplimiento de estas y llevar un registro adecuado. Con esta información, es sencillo realizar un proceso de retroalimentación adecuado, lo que facilita la mejora continua y el logro de objetivos.

O feedback regular é imprescindível para o gerenciamento de performance. Com frequência recebo líderes compartilhando as dificuldades de seus times, e minha primeira pergunta é sempre "quanto disso você já falou abertamente para esse funcionário?". Conversas regulares e objetivas sobre performance ajudam no desenvolvimento dos funcionários e evita que a avaliação de performance seja uma surpresa.

- Evaluators training is key in ensuring fairness and reducing subjectivity in the assessment exercise. This encompasses training on how to set clear and SMART expectations, how to give constructive feedback, and explaining the 'why' for each assessment question. Unconscious biases such as idiosyncratic raters effect and leniency bias can be mitigated directly through the structuring of the assessment questions & scale selection respectively. However, creating awareness on other forms of unconscious biases and how to overcome them goes a long way in stilling confidence in the performance evaluations.

“La evaluación es una mejora continua, por lo que para evaluar hay que considerar la práctica y el conocimiento” Anónimo Para un proceso de evaluación adecuado, es crucial que la empresa y el personal comprendan claramente el proceso y sus etapas. Algunas acciones: Programa de Formación: Capacitación formal sobre la aplicación de criterios de evaluación, mitigación de sesgos inconscientes y técnicas de comunicación efectiva. Materiales de Referencia y Guías: Guías y manuales detallados y accesibles. Sesiones sobre Sesgos Inconscientes: Talleres sobre sesgos como afinidad, confirmación y recencia. Estas acciones garantizan un proceso de evaluación justo, transparente y alineado con los objetivos organizacionales.

Training evaluators is essential to ensure they understand how to conduct unbiased and effective evaluations. Comprehensive training programs should cover how to set clear objectives, avoid common biases and provide constructive feedback. Evaluators should also be trained on cultural competence to appreciate and respect diversity within the team. By equipping managers with these skills, organizations can foster a more consistent evaluation process, where every employee is assessed based on their actual performance and contributions.

Training evaluators to conduct fair and objective performance evaluations is essential for maintaining a positive work environment. It involves educating evaluators about unconscious biases, communication techniques, goal setting, and feedback delivery. This ensures that decisions regarding promotions, raises, and rewards are based on merit rather than bias or favoritism.

Treinar os avaliadores para realizar avaliações de desempenho é crucial para garantir a consistência, objetividade e qualidade do feedback, melhorando a tomada de decisões, aumentando a aceitação e motivação dos colaboradores, e equipando os avaliadores para lidar com situações desafiadoras de maneira eficaz. Esse treinamento garante: 1.Consistência e Padronização: Critérios Uniformes e Redução de Viés. 2.Aprimoramento da Tomada de Decisões: Decisões Baseadas em Dados e Gestão de Talentos. 3.Aceitação e Motivação dos Colaboradores: Confiança no Processo e Empatia e Suporte. 4.Preparação para Situações Desafiadoras: Condução de Conversas Difíceis e Técnicas de Mediação.

O treinamento de avaliadores é muito importante. Ele garante não somente que todos utilizem os mesmos critérios de maneira clara e objetiva, mas também ajuda os avaliadores a se tornarem atentos a possíveis vieses inconscientes nessas avaliações.

In my experience, I've found that 360 feedback has been an amazing way to evaluate and provide feedback to an employee. By gathering input from multiple perspectives, it helps employees understand and enhance their skills. This approach offers a comprehensive view of performance and minimizes bias. It is essential to collect feedback and input from stakeholders. As an HR professional, it's important to meticulously prepare the necessary forms or tools required, complete with clear instructions and steps to be followed. Providing stakeholders with ample time and a set deadline will not only ensure efficiency but also guarantee fair and valuable feedback.

As a manager, it's important to gather input from a variety of sources to assess employee performance effectively. The 360-degree feedback approach offers a comprehensive and fair performance evaluation process that drives employee engagement and success. However, you should actively mitigate potential risks such as bias, feedback overload, and implementation challenges. To ensure effective implementation, set clear objectives, ensure confidentiality, provide training, and conduct follow-up and action planning. By leveraging the benefits and addressing the pitfalls of 360-degree feedback, you can create a more comprehensive and fair performance evaluation process that drives employee development and organizational success.

As a manager, it's crucial to gather input from various sources to assess employee performance effectively. The 360-degree feedback approach offers a comprehensive and fair evaluation process that enhances employee engagement and success. However, it's important to actively mitigate potential risks such as bias, feedback overload, and implementation challenges. To ensure effective implementation, set clear objectives, maintain confidentiality, provide training, and conduct follow-up and action planning. By leveraging the benefits and addressing the pitfalls of 360-degree feedback, you can create a more thorough and fair performance evaluation process that promotes employee development and organizational success.

Para fornecer uma avaliação completa do desempenho de um funcionário, é importante reunir informações de diversas fontes. Isso pode incluir autoavaliações, revisões por pares, feedback de subordinados diretos e avaliações gerenciais. Ao considerar essas diferentes perspectivas, é possível minimizar qualquer viés individual, resultando em uma imagem mais precisa do desempenho do colaborador. Essa abordagem, conhecida como feedback de 360 graus, assegura que as avaliações não se baseiem em um único ponto de vista.

Ao trazer perspectivas de pares, colegas de projetos, outros gerentes, clientes internos e demais pessoas que tiveram contato com o funcionário podemos ter uma visão holística de como ele atua nas mais diferentes áreas e como ele utiliza seus skills no dia a dia.

La evaluación del desempeño nunca será 100% objetiva, menos aún si se lleva a cabo desde una sola perspectiva. Por la estructura de las organizaciones, la mala gestión del tiempo, la multitarea, la falta de personal, etc, en la mayoría de las empresas en las que se realiza la mal llamada (en mi opinión) evaluación del desempeño, se hace desde una única mirada, la del superior/a, siendo esta una información sesgada que dependiendo de la situación en la que se encuentre el empleado/a puede costarle hasta el trabajo. Las relaciones personales tienen mucho peso en nuestras decisiones y opiniones a todos los niveles, no tratamos lo mismo a un jefe/a, que a un cliente/a o un compañero/a, por tanto no tiene sentido que la evaluación sea parcial.

Relying on documented evidence is a critical practice in ensuring fairness. Evaluations should be based on concrete examples of performance, such as completed projects, achieved targets, and demonstrated competencies. Keeping detailed records of both positive contributions and areas needing improvement provides a factual basis for evaluations. This documentation helps in substantiating the feedback provided and defending the evaluations if questioned. Moreover, it ensures that performance appraisals are not influenced by memory biases or subjective impressions, but are grounded in verifiable data.

To maintain fairness, the "Goals" section of the appraisal (key performance indicators) is fairly straightforward since they are numerical (Number, percentage, ratio or dollar value etc.) and in assessing these, leaders can easily identify actual vs planned goals. However, with competencies/ behaviours, the best way to avoid conflict, examples of how the competency was demonstrated should be used. The STAR guide usually works well. N.B. This is going to be extremely challenging for companies who are doing appraisals once per year. Appraisals should be ongoing conversations throughout the year, in that, you want to eliminate surprises, ensure that employees feel like they are being developed and that they are continually a part of things.

Exemplos específicos documentados ajudam não somente a reforçar o feedback no momento em que ele acontece, mas também funciona como um recordatório para facilitar o momento da avaliação de desempenho formal (seja ela semestral ou anual).

Documentar evidências é crucial na avaliação do desempenho de um colaborador. Isso implica manter registros detalhados de conquistas, desafios enfrentados e feedback recebido ao longo do período de avaliação, tornando-as mais objetivas e fundamentadas em fatos concretos. Esses registros são úteis para justificar decisões relacionadas a promoções, aumentos salariais e outras ações de Gestão de Consequências.

“La información que no se comunica no tiene valor. La información que no se puede encontrar es inútil. El valor de la información está directamente relacionado con su accesibilidad.” Anónimo Para un control documental adecuado en la evaluación de desempeño, es esencial utilizar diversas herramientas, pero no basta con documentar objetivos, tareas y logros. Es fundamental verificar y auditar esta información. Este proceso no solo es parte de la mejora continua, sino que también aumenta la credibilidad de la evaluación. La documentación debe ser accesible y bien organizada para que su valor se maximice, permitiendo una evaluación transparente y basada en hechos.

Employee experience programs can be tailored to specific groups to ensure that the process is adaptable to a diverse group. This can further ensure that the evaluation process is actually a motivator than just a mere formality. Best practices and new tools for betterment should be used.

“Por esto, cuando ha logrado una victoria, no repita la misma táctica, sino que, respondiendo a las circunstancias, modifique sus métodos hasta el infinito” Sun Tzu El proceso de evaluación de desempeño siempre será diferente de un periodo al siguiente, por lo que se considera los siguientes puntos: Retroalimentación constante: Abre canales de comunicación para recibir feedback de los colaboradores. Análisis periódico: Evalúa los resultados y la eficacia del proceso, identificando áreas de mejora. Flexibilidad: Ajusta el proceso según necesidades y cambios organizacionales. Al mantener un enfoque en la mejora continua, el proceso se vuelve más efectivo, equitativo y alineado con los objetivos organizacionales e individuales.

In my experience Involve employees in the evaluation process by allowing them to set goals, provide self-assessments, and discuss their performance.

To guarantee fairness and objectivity in performance evaluations, utilize standardized criteria and metrics, ensure all assessments are based on consistent benchmarks. Also, cross-reference multiple sources of feedback and data to minimize biases and provide a balanced view of performance.

There is a very common issue that should be the starting point in performance evaluations. First of all, as explained, it is essential for the company to have its objectives and key indicators defined, through which it can objectively measure performance aligned with the company’s interests. But then, the employee must be aware of these objectives and understand how his daily actions contribute to achieving them. This does not always happen, making performance evaluations subjective and inefficient, as they fail to measure real productive performance.

Hace tiempo leí que John D. Rockefeller tenía guardado en un cajón de su mesa un clasificador con tarjetas con información personal de cada uno de sus clientes del banco, cuando tenía una cita con uno de ellos repasaba la información antes de que llegara y así podía preguntarle por su mujer, sus hijos, sus padres, su último trabajo.., transmitiendo con esto cercanía y confianza al cliente, lo generaba un gran vinculo y afiliación con la entidad. La relación con las personas trabajadoras debe ser así, debemos preocuparnos por cómo se encuentra la plantilla que está contribuyendo al éxito de nuestra empresa, porque no hay estrategia que refuerce el compromiso con nuestra misión, visión y valores como esta.