Performance

Performance could be summarized as a person's performance in carrying out their duties. However, performance involves several factors, such as task performance and contextual performance. Task performance is evaluated based on your objectives, contextual performance reveals your softer skills, such as your relationship with your coworkers, with customers or your ability to solve problems.

A bad work environment, an authoritarian boss and stress have detrimental effects on work performance. On the contrary, attractive work environments, good leadership and job satisfaction significantly increase performance.

To evaluate performance, surveys are carried out in which both the person evaluated (Self-assessment), as well as the supervisor (90º evaluations), colleagues (180º) or even internal or external clients (360º) can participate.

Download a free Performance Review Survey Template

We also talk about it in our blog:

Guide on what it is and how to carry out a performance appraisal

In this step-by-step tutorial, you will learn how to create a professional Performance Review process. This guide is designed to modernize the procedure in an agile and efficient manner while fostering the development of your team's talent.

Why should performance be evaluated?

Job performance appraisal help align the individual development of each employee with the organization's development goals. It is the cornerstone that allows Human Resources to project the corporate culture, design its policies and define strategies. If we talk about talent management, we must talk about continuous evaluation.

What to do after a Performance Appraisal

The professional appraisal process doesn't conclude once all participants have submitted their evaluations and the Human Resources Manager has reviewed the results. There's much more to be done in order to fully realize the benefits of providing feedback to our employees!

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