Employee Performance Evaluation: Some Important Parameters Often Missed

Employee performance evaluation is one of the major tasks of the employer which benefits the employer and the employee. This evaluation acts as the parameters on the virtue of which they can pull-up an employee or the parameters which an employee would like to work on to improve himself/herself.

But in the process of evaluating an employee’s performance, there are often parameters which are missed which hampers either the performance of the organisation for ignoring the employee’s flaws or brings down the morale of the employee due to faulty evaluation.

Let’s take a look at some of the missed parameters which we can improve on:

• Effective Metrics: These help you to score the work done by your employees on the basis of which you will evaluate them but sometimes the faulty metrics gives really absurd numbers which will put you in a fix. Metrics used should be efficient so that they give out accurate and relatable numbers. The team score can’t be 80 when the average performance appraisal for its members is 95. 
• Each year evaluation: Evaluating only a single year’s performance may give you metrics which will be the least beneficial in identifying the performance based on a certain pattern, hence, it would be very difficult for the employee to work on certain areas and to give a confidence boost to themselves. 
• Managers are not held Accountable: Sometimes, the managers give biased reviews about their employees which are often unaccounted for. If the same employee has got a very bad review under the company’s employee evaluation, then that same person would have got the Best Employee’s Award from his manager. Such a false confidence boost should definitely be done away with. 

Thus, these are some of the mistakes and some of the parameters which should be taken care of while giving the Employee Performance Evaluation.