Learn how to conduct performance analysis transparently and openly, and avoid the common pitfalls and risks of this vital process.

Due to this point, it is important to create ORKs and KPIs at all levels. When we do this and involve these people in the definition, we achieve greater engagement and assertiveness aligned with the organization's strategy.

When we set goals but don't involve the team, we create a barrier, we gradually lose trust and the team's commitment. A good leader knows how important the team's involvement is, because without it, the team will not essentially know what to deliver, not to mention the possibility of an increase in turnover.

How can you conduct performance analysis transparently and openly?

Performance analysis is a vital process for any business that wants to improve its results, identify strengths and weaknesses, and align its goals and strategies. However, it can also be a sensitive and complex task that requires trust, honesty, and communication between managers and employees. How can you conduct performance analysis transparently and openly, without compromising the quality and accuracy of the feedback and the motivation and engagement of the staff? Here are some tips to help you achieve this.

1 Define clear criteria

Before you start evaluating the performance of your employees, you need to establish the criteria and standards that you will use to measure their achievements, skills, and behaviors. These criteria should be relevant, realistic, and consistent with the expectations and objectives of the organization and the role. They should also be communicated and agreed upon with the employees, so that they understand what is expected of them and how they will be assessed.

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Henrique Martins

Portfolio Manager | Program Manager | Project Manager | Product Manager | PMO | Agile | Strategic Layer | Engineering & IT
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Due to this point, it is important to create ORKs and KPIs at all levels. When we do this and involve these people in the definition, we achieve greater engagement and assertiveness aligned with the organization's strategy.

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Edvaldo Maia

Head of Project Execution Bühler | Head of BenLink Brasil part of Bühler Group | Business Manager
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Desde o início é importante comunicar as expectativas e critérios de desempenho de forma clara. Isso ajuda os colaboradores a entenderem o que é esperado deles. E é claro uma coisa que funciona muito bem é a rotina de feedback, deixando de lado as revisões pontuais durante o ano, e deixando sempre a porta aberta para os colaboradores, tudo isso unido a uma cultura forte dentro da empresa auxiliam muito em um time de alta performance.

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2 Use multiple sources

To ensure that your performance analysis is not biased or incomplete, you should use multiple sources of information and feedback to evaluate your employees. These sources can include self-assessment, peer review, customer feedback, project outcomes, and key performance indicators (KPIs). By using a variety of data and perspectives, you can get a more comprehensive and balanced view of the strengths and areas for improvement of your staff.

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Edvaldo Maia

Head of Project Execution Bühler | Head of BenLink Brasil part of Bühler Group | Business Manager
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Gosto de utilizar o método SMART, onde as metas devem ser mensuráveis, especificas, atingíveis, relevantes a empresa e com tempo hábil para execução. Com isso o colaborador tem um norte e sabe pra onde deve navegar em busca do atingimento de suas metas, uma forma de medir esses índices é utilizando KPIs unificados com os números do dia a dia da empresa e utilizar isso de forma aberta com os colaboradores, para que possam acompanhar a evolução.

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3 Provide constructive feedback

One of the most important aspects of performance analysis is providing constructive feedback to your employees, both positive and negative. Feedback should be specific, timely, and actionable, highlighting the achievements and the challenges of the employee, and suggesting ways to improve or maintain their performance. Feedback should also be delivered in a respectful and supportive manner, avoiding personal attacks or criticism, and focusing on the behavior and the outcome, not the person.

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Edvaldo Maia

Head of Project Execution Bühler | Head of BenLink Brasil part of Bühler Group | Business Manager
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Na minha experiência devemos entender primeiramente o que motiva o colaborador e com isso associar a melhor forma de repassar o feedback, criando uma cultura de coleta de ideias. Muito importante é ter uma gestão de desafio e também trabalhando em conjunto com os colaboradores e ao final recompensar os atingimentos.

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4 Involve employees in the process

Performance analysis should not be a one-way communication, but a dialogue between managers and employees. You should involve your employees in the process, by asking them to share their opinions, concerns, and goals, and listening to their feedback and suggestions. You should also encourage them to take ownership of their performance, by setting their own objectives, action plans, and development opportunities, and monitoring their progress and achievements.

Add your perspective

Henrique Martins

Portfolio Manager | Program Manager | Project Manager | Product Manager | PMO | Agile | Strategic Layer | Engineering & IT
Report contribution
When we set goals but don't involve the team, we create a barrier, we gradually lose trust and the team's commitment. A good leader knows how important the team's involvement is, because without it, the team will not essentially know what to deliver, not to mention the possibility of an increase in turnover.

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5 Follow up and follow through

Performance analysis is not a one-time event, but a continuous cycle that requires follow up and follow through. You should not only provide feedback to your employees, but also check on their performance regularly, and offer them support, guidance, and recognition. You should also follow through on your commitments, such as providing resources, training, or rewards, and hold yourself and your employees accountable for the results.

By conducting performance analysis transparently and openly, you can foster a culture of trust, collaboration, and improvement in your organization, and enhance the performance and satisfaction of your employees.

Add your perspective

Edvaldo Maia

Head of Project Execution Bühler | Head of BenLink Brasil part of Bühler Group | Business Manager
Report contribution
Acredito que além de acompanhar uma tarefa importante é realizar um processo de melhoria continua, após a conclusão do processo de análise de desempenho, realizar uma avaliação do próprio processo. Identifique áreas de melhoria e faça ajustes para aprimorar a transparência e eficácia no futuro. Assim temos um cenário de melhoria e o colaborador se sente mais envolvido pois acaba estruturando em conjunto novas metas, novos processos, etc.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you conduct performance analysis transparently and openly?

1

2

3

4

5

6

1 Define clear criteria

2 Use multiple sources

3 Provide constructive feedback

4 Involve employees in the process

5 Follow up and follow through

6 Here’s what else to consider

Business Management

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How can you conduct performance analysis transparently and openly?

1

2

3

4

5

6

1 Define clear criteria

2 Use multiple sources

3 Provide constructive feedback

4 Involve employees in the process

5 Follow up and follow through

6 Here’s what else to consider

Business Management

Rate this article

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