What you need to know for a performance evaluation at work
Where am I? The results of a performance evaluation can significantly influence a career within a company. What is permissible and what is not - the most important answers in a nutshell.
Developing professionally and advancing one's career: Employees who want to know where they stand and how others evaluate their work often look to performance evaluations in the business world. Seven questions and seven answers.
What types of performance evaluations are there?
There are various legally permissible methods: Besides the classic performance appraisal, there are, for example, so-called Management by Objectives (Management through Performance Targets), also known in English. "Here, management and employees agree on specific, measurable goals and regularly review progress and goal achievement," says career advisor Ragnhild Struss.
Another method is 360-degree feedback, which includes feedback from various people who interact with the employee. These can be supervisors, colleagues, subordinates, or even customers. This form of feedback provides a more comprehensive perspective on performance. It can be anonymous or personal, online or in writing.
Regular employee meetings between supervisors and employees are also common, which usually take place annually or semi-annually. The focus is on evaluating past performance and planning future goals. Various standardized procedures can be used as a basis.
Performance evaluations based on performance indicators (Key Performance Indicators, or KPIs) are also common. Both quantitative and qualitative performance indicators are used to measure the performance of an employee. With competency models, the individual skills and knowledge of an employee can be evaluated, which are necessary for the specific role.
What weight does a performance evaluation have in a job or for a career?
Performance evaluations have a significant impact on professional development and salary development. It's not just about performing specific tasks well, but also about demonstrating so-called soft skills. Among other things, reliability, positivity, or consideration count. "This contributes to a positive company culture and should also be reflected in the evaluation," says Struss. It's important to define what is meant by 'performance' in the respective context and how it can be achieved.
Who is allowed to conduct a performance evaluation?
Immediate supervisors usually have the main right and responsibility to conduct performance evaluations. In many companies, the HR department also plays an important role. For example, when it comes to evaluating and summarizing feedback from various sources. Or to ensure that "evaluations are in line with company guidelines and legal requirements," says Struss.
A performance evaluation is only permitted to the extent that it focuses on suitability, competence, and professional performance. "An evaluation without reference to performance required by contract is therefore impermissible," clarifies Daniel Stach, Secretary General of Verdi Bundesverwaltung, the labor union. This means, according to the expert, that any subjective evaluations of any kind should be avoided.
Can the employer also require a self-assessment?
Yes, and that makes perfect sense, according to Ragnhild Struss. The comparison between self- and other-evaluation is crucial for identifying discrepancies between self- and other-perception. In the comparison of self- and other-perception, one's own perception can be sharpened and reflective abilities can be trained. "This has a positive effect on communication with others and allows for a more mature interaction", Struss explains.
What should one do about a poor performance evaluation?
A poor performance evaluation should always be communicated constructively, respectfully, and appropriately. "One should always see it as an opportunity for development", advises Struss. Her tip: In case of a negative evaluation perceived as inappropriate by superiors, communicate and discuss it. "In the best case, it is possible to create a joint evaluation that is fair and understandable for both parties", according to Struss.
Can I reject or demand that a performance evaluation be removed from my personnel file?
"Yes, employees can request to have incorrect entries removed from their personnel file", says labor secretary Stach. Employees have a right to request comprehensive insight into their personnel file from their employer.
- In some professions, a performance evaluation can greatly impact an employer's decision on promotions or salary increments for their employees.
- The employer, along with the HR department, is responsible for conducting performance evaluations, ensuring they focus on suitability, competence, and professional performance to adhere to legal requirements.
- Employees may benefit from psychological guidance during the performance evaluation process, helping them understand their strengths and weaknesses and prepare for constructive feedback.
