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Performance report
- Analyze the results: Once the evaluation is finished, the most important thing is to examine the Organizational Reports, as well as the personal reports of each employee. Which positions have the best performance, what is the team's average score, what are the strengths and weaknesses that we find the most?
- Give Feedback: It is essential that employees understand where each score, each weakness and each strength comes from and try to provide solutions.
- Share global results: this will stimulate reflection and motivation for joint improvement and to be able to apply procedures that other departments do well and that can be useful to others.
- Give professional recognition: It will motivate employees and inspire a feeling of satisfaction and responsibility.
- Identify areas of opportunity for improvement: The weaknesses shown in the reports are areas of opportunity for improvement. These areas allow you to see what activities could be useful for effective development.
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.
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.
If you want to make the best decisions regarding the talent of the people on your team, you will need to know two fundamental variables: performance level and development potential. Both will evolve over time and, if you manage to manage these two variables, you will be able to bring magic to your organization.
