Most common performance evaluation models

14 of October, 2022

Thanks to performance evaluations we are able to measure the productivity and talent of our workers. This is one of the main tasks of the human resources team, though. Through methods such as conducting employee surveys we can detect errors or shortcomings in our workforce. In addition, we can stimulate workers and reinforce their productivity. To do this, we can use the following  job performance evaluation models:

360º evaluation

Without a doubt, it is the most complete job performance evaluation model. Carrying out a 360-degree evaluation is essential in a company. Managers, colleagues, subordinates and clients participate in a 360º Evaluation. Besides, workers themselves participate, since the self-assessment is added in this type of evaluation. Of course, the significant number of participants makes it more complex. It is essential to have at least two members of each group. Only among managers there will be a single participant in the evaluation.

270º performance evaluation

270 evaluations are one of the most practical job performance evaluation methods, since managers, employees and subordinates participate. The main difference with 360º evaluations is that clients do not participate here. Other than that, it works the same way. We will need at least two subordinates and two employees at the same level to obtain reliable answers in the performance evaluation questionnaire. As for management, the ideal is to interview the senior manager. There is no self-assessment.

180º evaluation

As the degrees continue to decrease, the participants are also reduced in number. In a 180 degree performance evaluation we are left only with the immediate superior and direct colleagues. Although it is not as complete as the other two job performance evaluation models that we have seen previously, it provides equally interesting information about the performance of the worker. As in the previous cases, making an effective job performance evaluation questionnaire will be key to the evaluation. Of course, it will be different for both.

90º evaluation

It is the most basic job performance evaluation model that there is. Only the direct superior of the analyzed worker participates in it. Of all the performance evaluation methods, it is the fastest since only a form has to be filled out. Of course, the questionnaire will require you to analyze the performance of all your workers so you must know them thoroughly. Unlike the 360º, 270º or 180º evaluation, with the 90º evaluation there is no need to compare surveys.

Self appraisal

Previously, we saw that self-assessments are part of 360º evaluations. However, we can also use it as an independent evaluation method in the analysis of job performance. The advantage of it is that it allows us to know what workers thinks of their performance. What perception do they have about their tasks, how do they do them, what are their weaknesses, what aspects would they like to improve… In this sense, one-to-one meetings allow us to monitor and evaluate results.

How to do a job performance evaluation questionnaire

When designing a performance evaluation questionnaire, the objectives must be very clear. Only then will we get useful answers. In this sense, the use of key questions is crucial. Thus, we can ask workers what their greatest success has been in recent months, what challenges they have for the next year, what role they would like to play in the company, what obstacles they have to face, what resources they have, what they would like to improve on …

Questions must be specific and correct. On the one hand, they must not be subject to misinterpretation. On the other hand, they must fit the profile of the respondent. We will not ask the respondent’s boss the same as the workers who report to them. Although it is often thought of in the short term, job performance evaluations must be periodic. Thus, we can compare the current results with those of the past to analyze how an employee’s work performance has evolved since they arrived at the company.

Tools like Sesame HR allow us to design job performance evaluation questionnaires thanks to its employee survey software. You will receive the information in real time, and you can personalize questionnaires to each profile. Sesame HR software’s task manager can also help us understand performance through HR reports. Another interesting feature is the follow-up of one-to-one meetings, which, as we have seen previously, are key to improving employee’s performance.

Other job performance evaluation models

Beyond the systems we have seen, there are job performance evaluation models that help us analyze the performance of our workers. They can be used as a complement to the previous ones. Here are some examples:

• Peer comparison: the work of employees is evaluated by groups, not individually. After the evaluation, individual performance is compared with that of the rest of the group’s employees.
• Performance management: based on the preparation of a performance management template, we measure the ratio of work, productivity or creativity of an employee. Also, it allows you to monitor your objectives and their fulfillment. The idea is to base the evaluation on data.
• Coaching: aims to promote the individual development of the worker through positive feedback. With this, the goal is to work on soft skills, offering employees personalized information and with a clear purpose.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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