Employee appraisal system

There are a vast array of employee evaluation methods ranging from individual one-to-one interviews with superiors, through 360- or 540-degree feedback systems to extensive development centres.

An important criterion for selecting a suitable method of evaluation is its rationale, or the way in which its results will be used. Employee evaluation is the most common step prior to their remuneration or promotion (or reduction of posts). It is used very often for managing employees or those who are reliant on their performance.

In order to evaluate the workers, it is necessary to have appropriate evidence. Firstly, we need to define what we want to evaluate. Do we want to evaluate the employee complexly? Or do we need to take specific elements of his work or behaviour? Do we need to know how an employee perceives himself and how does he feel ready for a new position? Do we need to reflect the quality or quantity of his work?

Another question that should be of interest to us is what the criteria for the evaluation are. For example, in terms of quality of work - how do we determine what does a completed task for a particular worker mean? What does it reflect? The outcome of this question, of course, depends on the position of the worker. However, it is quite certain that we all agree that a well-done job cannot be thought of as 8 hours sitting at the desk. If we are not able to define a particular standard of work, then we are not able to evaluate it objectively (if we are able to evaluate it at all).

Let us now look at the evaluation of workers for their subsequent rewarding or feedback. One of the possible measures is the time reported on the specific task provided in combination with achieving a predetermined quality of work on this task. We get a combination of two variables - time and quality that can be reflected in a worker's rating for a particular task. Another element of the evaluation, especially at front-office staff, can be the speed and level of response to client requirements, the way complaints are dealt with and building the best company name, and so on.

The TaskManager solution from our company's workshop can help with the evaluation of the number and quality of tasks. With the ability to manage a large number of staff tasks and gain a quick overview of their performance through analytical tools and wide reporting capabilities, TaskManager becomes a suitable tool not only for project managers but for all superiors who are at the heart of the performance of staff in their departments or companies.

Experience has shown that TaskManager has also revealed such bad sides like wasting precious time spent by specialists on administrative tasks to such extent that it was better for the company to rather hire and pay an assistant to take over these tasks. Thanks to this ability of TaskManager, specialized staff (and for the company much more expensive employees) could deal with tasks that were bringing finances for the company.