The objective of a performance evaluation is not limited to the fact of just doing it, it goes much further. The objective of an evaluation is for it to be the basis of making the best decisions for the people in the organization. It will help us carry out real actions that strengthen the professional development of people and also to detect needs and areas for improvement.
Taking action is the key, only this way can we generate a coherent participatory culture in which everyone works better and feels better. But how do we do it? Whether it is tens or thousands of employees, we need to apply the results very quickly and, to achieve this, we only have one ally: technology.
What is an Action Plan?
An Action Plan is a guide to correctly plan the management of each person in an organization. It is used to define goals and deadlines, to achieve the objectives of a project and to optimize performance at an individual and organizational level.
Each goal or improvement challenge can be broken down into small actions to make these goals more manageable and easy to achieve, in addition to tracking each of these milestones and checking progress.
After the
evaluation, each supervisor has the reports with the necessary data to give the
best feedback possible and create an individual action plan based on that feedback. As a manager, find out what you and your collaborator want to achieve, what strengths can be taken advantage of, what skills can be taken to an even higher level and what areas of improvement are necessary or simply do not affect the tasks of the company. person.
All these decisions turn into that action plan. But watch out! Do not forget that these new challenges or objectives must be realistic. That is,
specific, achievable, measurable and aligned with the organization. Combine elements in action plans with the expectations of each role and the organization.
When to create an Action Plan?
Typically, action plans
are created after completing a performance evaluation. When the report interpretation process has finished,
the next step is to create an action plan based on that feedback that was generated by the person in charge and the person evaluated in their review meeting of results, in the feedback meeting.
But an action plan does not have to be related only to performance evaluations. We tell you about other processes in which you will enhance the talent of your team thanks to the action plan.
Use cases
In addition to performance evaluations, we can create action plans in:
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Onboarding. After evaluating how the first months of work of the new additions to the team have gone, we can establish an action plan so that each person evaluated knows what they should focus more on and what they can continue to develop as a strong point to be key in their new Market Stall.
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Leadership. When we measure managers of an organization's skills related to people management, the best thing would be for it not only to be an evaluation, but rather each manager work on improvement challenges according to their results.
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Potential. If we measure the potential, the best thing would be to design an individual development plan. Thus, that potential will materialize effectively and following a certain time. In addition, employees will appreciate the organization's commitment to taking care of every detail of their career plan.
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Quality. In the case of making an evaluation in relation to the quality of the service that occurs among internal clients of a company, we can also enable action plans so that everyone knows what they should continue to do just as well, or even continue to improve, and what other aspects may be a challenge for improvement
How do you create an Action Plan?
The main steps we must follow are:
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Set goals. Define those new goals or improvement challenges that the employee will work on and that will be followed up on.
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Define the actions. We can divide each objective or improvement challenge into small actions so that these goals are more manageable and easy to achieve. We will need to track each of these milestones and check progress.
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Measures of success. The measures of success are the criteria that we must take into account to know if each of the actions that are carried out are being achieved or not.
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Set dates. In order to effectively monitor the action plan, it is recommended that both the supervisor and the employee work with start and due dates.
In addition, the action plans must be attractive and easy to handle for everyone in the organization. With Hrider it is very agile and intuitive, both supervisor and evaluated can access whenever they want and feed and follow up on the action plan.
If we want to develop the skills of a collaborator, maintain their motivation and work on their career or succession plan, it is important to draw up an action plan to monitor their progress, how about starting now?
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