Performance evaluation means measuring the talents, potential, behavior and success of the employee within the company. Performance evaluation is an important process in terms of both the correct execution of processes such as promotion, reward, bonus, training, termination of the employee and the correct positioning of the workforce in the company and obtaining maximum efficiency. But with the pandemic, many companies switched to remote working systems, and companies had to develop new methods to measure these skills. We will examine some of the assessment methods that are not and are suitable for this study method.
Basic methods used for performance evaluation;
- Based on interpersonal comparisons
- Based on common performance standards and criteria
- Based on individual performance standards
It can be listed as.
1. Based on Interpersonal Comparisons
In this type of evaluation, managers compare the performance of the employee with the performance of one or more employees. A ranking is made with the results obtained as a result of the comparisons. It is one of the easiest methods to apply. However, its usage areas are limited in terms of causing wrong results. This margin of error may increase with remote work. If we give some examples of such evaluations.
a) Simple Sorting Method
Ranking is one of the simplest performance evaluation methods. According to this method, employees are ranked from highest to lowest or best to worst. In general, evaluators first select the top and bottom employees, then choose the next highest and next lowest and move on to the median employee.
b) Binary Comparison Method
It is a more useful and accurate system compared to the simple sorting method in which each employee is compared one by one with all other employees. However, it is very difficult to apply in crowded workplaces.
These two methods are among the comparison methods that have a high margin of error and can mislead the company, especially when remote working.
2. Management Towards Purpose
This method allows a more accurate assessment for each employee, as it allows each employee to accurately set his or her own goals and objectives. This situation paves the way for an accurate evaluation, especially during remote work. An evaluation method based on whether the specified goal is reached in the specified time or not
3.360 Degree Performance Evaluation
This method, whose name we have heard frequently recently, is a method that can provide us with the most accurate evaluation criteria for many working models, including remote work. The reason for this is that in the 360-degree performance evaluation method, the effects of the behavior of the employee are evaluated with the participation of the employee’s subordinate, superior, equivalent, customers and suppliers.
In the 360 Degree performance evaluation method, the competence of the employees in basic subjects such as leadership, self-development skills, communication, task management, contributing to their subordinates, and result oriented are measured. This clearly shows us why it offers us the best evaluation criteria in most working models, including remote work.
Arda Helvacılar is the Chief Executive Officer at Sertifier Inc. with a mission to design a world where every individual is able to promote themselves. Arda used to be a serial entrepreneur with a chain of fails with 4 different startups in 2 years and now he is an ed-tech enthusiast who is willing to assess and scale learning at any stage. He loves detective books and war history.