Post-performance evaluation: 7 steps to an effective action plan

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Post-performance evaluation: 7 steps to an effective action plan

Table of Contents

Only those who have undergone a performance appraisal know how complex the task of structuring an action plan is, which in fact optimizes their performance. performance professional, isn’t it?

With this in mind, we have created a guide to help you plan this set of strategic measures with peace of mind and tactical intelligence.

To design an effective post-performance appraisal action plan, you need to follow a few fundamental steps:

  1. Consider evaluation feedback;
  2. Ask questions about feedback;
  3. Value your strengths;
  4. Listen to negative feedback honestly;
  5. Look for alternatives to explore the negative points;
  6. Create work goals and hypotheses;
  7. Follow up continuously.

If you want to go deeper into the topic and understand what performance indicators are and what they have to do with your assessment, we recommend reading this other article here.

To explore the complete guide in detail, keep following this post. These 7 steps can be decisive for the results of your post-action planperformance evaluation. Good reading!

What is a performance appraisal?

Performance evaluation is a tool for People Management (GP), employed by the Human Resources department (HR) of an organization, to measure the level of individual or collective performance of its workforce. With this, enhance the success of the business in the market.

The evaluation process, guided by stages of identification, diagnosis and behavioral analysis, considers issues such as professional posture, technical skills, interpersonal relationships, organizational congruence, among others, to qualify the subject.

In other words, this data set allows to identify the positive and negative points of the collaborators. Thus, giving managers ample scope to create an appropriate action plan that optimizes their productivity.

Some measures employed by the managers in these plans are:

  • relocation of professionals (considering vocations, ease, preferences, inclinations, among others);
  • special training offer (training, awareness, reinforcement, development of new skills, etc.);
  • replacing employees (search for new talents that are more technically compatible and / or culturally);
  • personalized mentoring (counseling, guidance, guidance, etc.);
  • bonuses and salary management (performance, interest in retention, collective appreciation, among others);
  • benefits offer (vacation, transportation voucher, food voucher, meal voucher, health plan, flexibility in the workday, autonomy, pet friendly, nursery, maternity or extended paternity leave, etc.).

Another action worth mentioning is the setting up of Individual Development Plans (PDI). The performance evaluation feedback helps the professional to identify their behavioral gaps and look for ways to solve them.

Structuring an IDP with managers is a smart way to reduce the occurrence of such failures and to mitigate the related consequences.

Therefore, performance evaluation is a strategic tool to strengthen business performance and the satisfaction of the organization.

What are the types of performance appraisal?

There are several ways to apply the performance evaluation process, which vary according to the organization’s structure and the existence or not of a feedback culture.

Below are some of the main types of performance appraisals employed in the market.

Self-evaluation

The employee evaluates his own performance or criteria analyzed in the process. After this initial self-reflection, the manager must evaluate the responses with the employee.

From there, it will be possible to develop a specific action plan, such as the PDI.

90º or direct evaluation

In this type of performance evaluation, the manager together with the HR define the competencies and criteria to be evaluated.

This is an interesting option because it allows the manager to get closer to his workforce; empowers the manager and makes him responsible for the management of his professional team.

180º or joint assessment

The manager makes an assessment of the employee, who also performs a self-assessment simultaneously. Afterwards, the results are compared.

This is an option that allows reaching an important consensus, facilitating the elaboration of an action plan, which aligns the employee’s performance to that expected by the company.

360º evaluation

All members of the production chain, such as the manager, colleagues, employees, customers and even suppliers, evaluate themselves, giving inputs for HR to work on the development of employees in a more appropriate way.

This type of performance evaluation is usually applied in organizations that already have more experience and maturity with the feedback process.

Customer evaluation

The customer himself gives feedback about the company. Be aware of how the customer relates to your business (brand) is essential, because it can improve your loyalty.

This type of assessment is usually applied through special questionnaires.

How important is performance evaluation?

Before exploring how to create an action plan to enhance your performance after a performance evaluation, let’s understand the importance of this tool for companies.

In addition to giving a more interesting direction to the GP processes, making the necessary adjustments as mentioned above, this evaluation allows valuing the interests of employees.

Not only for the development of self-knowledge at work, but also for its strategic allocation that directly impacts your satisfaction and well-being.

Reaching a state of significant fullness at work, the presentation of positive results by employees is an inevitable consequence. The organization gains in this way, both for productivity and for loyalty.

In addition, feedback from the team itself can be collected by the managers, in order to know their opinions about the company. This gives HR a boost in decision making.

Thus, strategies to attract and retain talent style=”font-weight: 400;”>, maximize the quality of internal relations, optimize the organizational climate, among others, gain assertiveness and precision.

How to create an action plan after a performance evaluation?

Check out the step by step below to develop an action plan that optimizes your performance after a performance evaluation.

1. Consider evaluation feedback

The first step in developing an effective post-performance appraisal action plan is to carefully analyze the feedback of the appraisal. Understand what was evaluated and study the identification of your strengths and weaknesses, successes and mistakes.

Keep in mind that this return, whether pleasant or not, has a positive and genuine intention; to develop self-knowledge and enable more strategic professional growth.

2. Ask questions about feedback

After analyzing the result, if there is any doubt, do not be afraid to ask the HR manager. Regardless of the magnitude of the issue, if something is not clear or that causes strangeness, ask for clarification.

Good managers will always be willing to talk about their performance appraisal. After all, there is interest for both parties.

If there is resistance from them, stay tuned. It may be time for you to assess whether or not you are in a work environment compatible with your interests and values.

3. Value your strengths

Try to value your positive points. It is rare that an employee, from any sector or hierarchical level, meets all the qualities evaluated. That is, everyone has positive and negative points.

As the objective is to stimulate their progressive development, valuing the positives is fundamental. Therefore, study rigorously the importance of your favorable points for the development of your career.

Look for external opportunities, such as courses, workshops, specializations, training, among others, to enhance these characteristics and reinforce your qualifications.

4. Hear negative feedback honestly

In addition to studying the positives, it is also important to consider the negatives. Of course, these are the most difficult feedbacks to receive and accept, so it is essential to be able to listen to them objectively.

Try to honestly review your actions and performance, considering the factors that may have led to such results. This feedback can be an opportunity to reconnect with work and look for new ways to stimulate your interest.

In many ways, your own mindset can determine how well your potential is being used properly.

5. Look for alternatives to explore the negative points

In addition, although they are points that require significant dedication to be mitigated, since they involve unconscious difficulties, it is also necessary to stick to your own personal dispositions.

Some of these points may be linked to innate characteristics, such as:

  • excessive shyness;
  • acute introversion;
  • pathological distraction;
  • hyperactivities;
  • attention deficit.

Therefore, the effort alone may not be enough. Therefore, analyzing them is essential to explore new skills or start new projects that have more to do with their individual characteristics.

6. Create work goals and hypotheses

Having understood the performance evaluation feedback, it is time to create goals to reinforce your positive points and reduce the negative ones, in your conduct at work.

Every action plan needs specific objectives, so the definition of solid goals is a fundamental step to ensure its final quality.

It is valid to point out that these goals need to be challenging but realistic, to be within the field of possibilities of the position and the professional, in this case, you. There is no point in setting impossible goals; in addition to being an unlikely investment, it is still a trigger for demotivation and frustration.

7. Do continuous monitoring

The last step in drawing up an efficient action plan is to monitor your own evolution. As far as possible, do a self-assessment and consider your progress against the defined goals.

Check if the issues mentioned in the previous evaluations are being remedied or intensified. It is very likely that HR performs the performance evaluation on a periodic basis, so this personal monitoring can be a preview for the feedback official.

Regardless of the revaluation period, be the protagonist of your own development!

In addition, an interesting approach is to give personal feedback to managers for both the assessment and the development of corrective or reinforcement strategies. In addition to showing your interest and dedication in the process, it is still a way to improve this tool more and more.

Therefore, we can conclude that performance appraisal is a type of catalyst for change. In addition to serving as an alert to review the career plan or compatibility with the employing company, feedback also allows you to explore essential professional qualities and characteristics.

Following these 7 fundamental steps, the elaboration of an action plan, which optimizes the information of this return and maximizes your individual performance, can gain quality and effectiveness.

Did you like the post? So, share it on your social networks with friends who may also like it! This step by step can be decisive for your professional performance.

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