Whats is Job Performance - Job Tips For Employee

Whats is Job Performance - Job Tips For Emplyee

Do you want to know what job performance is and how it is measured? You have come to the ideal place for you, since, in this article, we will give you all the information you need to know to boost your career to the maximum based on your professional performance.

Regardless of the sector you work in or the position you hold, if you want to excel in your position, stand out from your peers and obtain promotions and salary increases, you must optimize your productivity . Read on to discover what job performance is, best practices for conducting an objective and unbiased evaluation, and key performance indicators (KPIs).

What is Job Performance?

This term refers to a numerical measurement of the quality, quantity of work performed by an individual and the final results obtained in relation to the objectives established by the company. Essential measures of job performance should be:

  • Relevant

They must be closely related to the position, the specific functions and the technical skills required to carry out the assigned tasks.

  • Claras

Measurements should be easy to understand, concise, and written using simple language.

  • Comparable

They must contain detailed data that makes it possible to compare whether performance improves, worsens or remains at the same level from one period to the next.

  • Reliable

Measurements must be verifiable and objective, and must accurately represent the employee's performance.

  • Timely

They must be updated frequently so that they can offer valuable information when making decisions.

  • Profitable

Measurements must justify the time and effort involved in collecting, recording, and analyzing the data.

  • Tools

Without a doubt, they should help employees understand what is happening with their processes and projects, and how to improve their results based on each objective .

  • Viable

Measurements must be based on achievable objectives, but that, at the same time, present viable challenges.

Best Practices For Evaluating Job Performance

Perhaps you have ever asked yourself: “How should department managers and supervisors conduct evaluations of their subordinates?” To help you prepare for your next performance review, we outline best practices in this regard below.

  • Preparation

Appraisers should plan in advance to review employee performance and adhere to organizational policies at all times. To plan ahead, it is recommended that you do the following:

  • Review the employee's file that includes documentation and notes from previous evaluations.
  • Make a list of the goals and expectations for the position in question (sales quotas, productivity standards, etc.).
  • Provide the employee with all the documentation required to engage in proactive dialogue and clear up any doubts that may arise, including the date and time of the evaluation and the meeting agenda.
  • Open Communication

Performance evaluation should be considered an opportunity to foster the professional development of employees. We advise you to separate the performance review from promotions or salary increases, since it is better to address these topics separately in different meetings to promote thoughtful communication that strengthens the employee.

Likewise, when analyzing job performance, you must focus not only on areas of improvement, but also on positive attributes. This will keep the conversation balanced and help create empathy between the evaluator and the employee, so that the employee does not feel the evaluation as an attack.

Concrete Examples

Providing specific examples of employees' achievements and weaknesses is much more effective than simply citing vague suggestions about what tasks you are doing correctly and what needs improvement; Furthermore, this will give more credibility to the evaluation.

Anonymous Feedback

This technique is known as 360-degree feedback. It consists of each employee receiving anonymous feedback from everyone he or she works with, including teammates, subordinates, managers, and internal customers.

Participants complete a survey that covers questions about the employee's performance, attitude, and competencies. Similarly, the evaluated employee answers the same survey as a self-evaluation. This system offers control, balance and the opportunity to honestly express themselves about what each person surveyed considers to be happening within the organization, since the information provided is managed with absolute anonymity. However, this method is not designed to measure hard data, such as work attendance or production goals.

  • Timely Information

The description of the evaluation process must be included in the employee manual that all workers receive at the time of hiring. The information should be updated as appropriate and clearly detail how the job performance evaluation process works, as well as what is expected of each employee with respect to their performance, attitude, attendance, collaboration and communication. This information must include the following data, among others:

  • What is the evaluation process
  • How often is it done
  • The objectives of the review

Keeping employees informed will reduce the stress that comes with evaluation.

  • Continuous Assessment

Today, many companies prefer to hold regular feedback meetings, rather than annual evaluations. The schedules for these repeat sessions are mutually agreed upon between the employee and his or her supervisor at times that are convenient to both parties. The benefits offered by this approach are the following:

  • Make it easier to make small modifications to employee performance, rather than trying to push through big, challenging changes once or twice a year.
  • It allows you to know the employee's ideas and suggestions that can be capitalized immediately, with consistency.
  • It helps to better and more accurately understand what is happening in the department and employee concerns in time, without having to wait for the annual review.
  • It allows you to create a sense of belonging that encourages teamwork.
  • Informal reviews can be complemented by a comprehensive evaluation every six to twelve months, which offers a more progressive approach and makes the process less jarring for everyone involved.

  • Meticulous Monitoring

After each job performance evaluation, careful monitoring must be carried out to verify that the agreed objectives are fully met. Additionally, monitoring allows us to identify if:

  • Performance improved or was hindered. In this case, it is necessary to make changes to the goals.
  • Employees have more trust in their evaluator or not.
  • Employee engagement increased or decreased.
  • The suggested changes optimize the processes or make them more complex and make them more difficult to achieve.
  • There is greater retention of talent or the attrition rate has increased.

If job performance reviews have been hindering business operations, then it is time to modify your process so that it delivers the expected results.

Key performance indicators (KPIs)

The way each company determines its KPIs varies greatly, depending on its activities and professional goals . However, these are the most common:

  • Volume Of Work Performed

This indicator could integrate the total amount of sales, the number of final products completed, the number of projects processed or the share of new clients acquired. Essentially, it is any achievement that can be accurately quantified.

  • Performance Quality

This indicator is commonly used in manufacturing and service companies , and can include the number of defective items manufactured or customer comments and opinions, whether negative or positive.

  • Speed

It has to do with the time it takes the employee to deliver complete products or projects, compared to pre-established delivery schedules.

  • Cost

It refers to the relationship that exists between the cost of payroll and other labor benefits, and the income in a specific period generated by the employee's activities.

  • Commitment

The level of responsibility the employee assumes to achieve business goals.

  • Development

It indicates the extent to which the employee is willing to grow with the company.

Now that you know what job performance is and how it is measured, you can take the required actions to improve your performance and encourage greater productivity. Without a doubt, this will enable you to be happier in your job and achieve the promotions you want.

We hope you find this information helpful in continually optimizing your performance or, if appropriate for your position, in giving you a more informed perspective on how to conduct performance reviews.

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