The secrets to having successful performance evaluations

Let’s rethink the annual performance evaluation in order to have better results.


Performance evaluations are formal systems that, as their name indicates, evaluate the fulfillment of obligations of employees during a specific period of time. The truth is that done traditionally, this concept tends to have a negative connotation because both managers and employees dislike them.

But done correctly, performance evaluations can be really useful for everyone who participates in them. Since they are kind of mandatory, you might as well do it right.

You already know (or been given) the process. That’s why today we want to share some recommendations that will make performance evaluations in your company a better experience for everyone:


Take things seriously

Stop thinking of performance evaluations as tedious work for you, and really focus on all the benefits it can bring you and your collaborators. Don’t do them just for obligation. Take the time to truly think every question and answer profoundly (if the type of question allows it).


Do it twice a year

Most performance evaluations are annual. But it doesn’t have to be a rule. The recommendation is to do it twice a year, that way performance, objectives, and comments are fresher. Besides, it’s easier to compare semesters than years.


Customize evaluations

Normally, companies have one model for performance evaluations. And while they are very efficient, maybe some questions do not apply to certain areas of the business. Feel free to edit evaluations according to the tasks employees perform.


Set measurable goals

The whole purpose of performance evaluations is to identify what are employees doing good, doing bad, and where they can improve. This is why you set goals for the next months. So don’t just tell them to get better, really establish specific and measurable goals.


Don’t let it be your only insight when promoting or giving raises

It’s common for companies to give raises or promote those who did well on their evaluations. Of course it’s a good indicator, but don’t let it influence your judgment when considering good things for your employees. Remember that evaluations will change every time you make them, and so will your employees.

If you need advice on Human Resources matters, contact us. Our experts will offer their expertise for your globally-based company.

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