Our friend Matteo works in the Marketing Department of a large company, he always arrives on time and leaves the office at the end of the day, he delivers the statistical reports according to pre-established deadlines and always respects the budget allocated for promotions, often saving money compared to what was budgeted. With these data is it possible to evaluate his performance effectively?
Collecting this information and interpreting them it is difficult and dangerously misleading. How to best support Matteo, the HR team and the management in evaluating the activity of each person?
45% of employees feel that performance management assessments are ineffective (Source: Forbes)
Employee assessment is a performance review planned by a supervisor, usually the hierarchical superior. In a typical performance evaluation we will discuss the results expectations, those that have been met and those that are lagging behind.
Employee assessments are usually conducted on an annual basis and are often directly related to employee rewards and promotions.
In order to evaluate the overall performance of an employee, for example a commercial, it is necessary to create a virtuous circle between company and seller, where mutual support and interdependence have become an essential element of relationship through trust and stimulation, thanks to gamification.
Companies that implement regular employee feedback have a 14.9% lower turnover rate than Companies where employees did not receive feedback. (Source: SurveyAnalytics.com)
These are some of the necessary actions to carry out in order to set an effective evaluation of the performance:
- Creation of challenging (but achievable) goals
- Sharing goals between company and employee
- Monitoring of performance trends
- Correct collection of data
- Stimulating comparison with the rest of the team
- Develop dedicated metrics and KPIs
The tools that companies have used up to now allow us to have a complete and stimulating evaluation process: is it real? You will hardly be able to answer affirmatively. It’s in this scenario that gamification enters and presents itself as technology capable of completely change the system.
Much more, it allows to have complete data and information in real time.
At any time, both the employee and the manager (or HQ or HR office) have the opportunity to discuss performance, promptly activating all the actions necessary to correct or enhance company development before it’s too late.
The evaluation is no longer an exam at the end of the year in which the sums are drawn, but becomes a dynamic process in continuous updating; in this environment the employee has a greater involvement and is able to provide more feedback and more relevant content to generate data describing his performance. On the other hand, the company has the opportunity to have a constant overview, through easy-to-consult dashboards and constantly updated data.
Still looking for a year-end exams? It sounds much better to continuous improve with the logic of a game.