It is a challenge for any businesses or organisations to keep the right people in the right job. You not only have to contend with internal issues but it continues to get tougher to find experienced people in a world where competition for talent is very high. The employee performance evaluation process is an important tool to not only help keep the right people but also identifies the characteristics of employees which blend well with your internal culture. Employee performance evaluation surveys can help you build trust between employees and the internal culture of the business or organisation.

Types of Employee Performance Evaluation Surveys

The following are the types of surveys you can use for your next employee performance evaluation:

360-Degree Employee Appraisal

When it comes to measuring and reporting employee performance, many business and organisations choose to use a broad range of software or tools available in the market. In some cases, those programs do not provide the kind of appraisal features employers are looking for. Many are embracing 360-degree evaluation surveys to replace the less than satisfactory types of assessment software products on the market.

A 360-degree appraisal works by gathering feedback from multiple parties such as managers, co-workers, customers and even vendors. The more information you collect, the more accurate the performance review becomes, and the better the performance picture comes into focus. This method attempts to give you an understanding how an employee behaves with a diverse range of internal and external contact points.

The 360-degree process will indicate how well someone is working as part of a team, as suggested by the other team members. It can also provide insight into any potential issues which may remain unseen and let you know if an employee is not accepted as part of the team. However, when interpreting the results, be weary of insufficient information and issue which may have arisen is not something that ways solely on the shoulders of the assessed employee.

Employee Critical Incident Technique

Critical Incident Technique (or CIT) is defined by Wikipedia as: “set of procedures used for collecting direct observations of human behaviour that have critical significance and meet methodically defined criteria.” It’s a technique based on the description of the event, and unlike a typical employee, measurement is more qualitative in nature, which means that it does not rely on the assignment of quantitative ratings or rankings, although it is occasionally coupled with a rating of some kind.

The critical incident method used for employee performance appraisal requires identifying and describing specific events (incidents) where the employee demonstrated both positive and negative behaviours.

The outcomes and desired behaviours are documented and matched against the employee’s actual performance. Changes may then be implemented to help the employee make the changes needed to reach the desired behavioural outcome. It helps business and organisations document what has worked well and how to focus on the areas which will assist other employees to improve when faced with similar incidents.

Critical incidents can be exceedingly useful in helping employees improve. The information in them is detailed and accurate, more than in methods that involve general rating employee performance.

Objective-Based Approach to Employee Appraisals

The objective-based approach for employee performance requires looking at the facts around a particular issues or activity. It takes into account the evidence (relevant facts, logical implications and viewpoints and human purposes) about a particular issue. Using this method requires you to collect or capture all of the evidence. Once you start to discount valid evidence, it starts to become very difficult to take an objective approach. An objective approach is particularly important in physiological sciences and includes behaviours driving employee activity. Evaluating the evidence around an issue is an important part of human resource decision-making and has the potential of affecting a large number of people in a business or organisation.

The objective-based approach, when used in the context of the performance appraisal process, is a way to track how employees behave when faced with issues and changes. In its simplest form, an objective-based evaluation is undertaken when the employer and employee agree upon a particular set of performance goals coupled with a deadline. If the employee achieves the goal, then the evidence shows that the employee has met their commitment, if they fail to meet the goal the evidence helps to understand where they fell short of meeting the deadline. The objective based method is perhaps the most black and white of all approaches and is a practical way to monitor the overall success of employees.

Numerical Rating Scales used in Employee Appraisals

A Numeric (or numerical) Rating Scale (abbreviated as NRS) is a set of scales based on categories designed to capture rating information about a quantitative or a qualitative employee/ employer attribute. Ratings are typically seen in what is termed a Likert scale, which could be a range from 1 to 10 for a particular attribute such as “how engaged are you with your current role?”. The employee is asked to rate their response on the scale. The NRS is one of the most universally accepted methods used in the creation of an employee performance survey. A Numerical Rating Scale may be presented in different ways, or it may use a different set of scales, but it is a method that enables an accurate measure of employee performance.

Answers are given on a Numerical Rating Scale because it does not require the participant to provide a straightforward and concrete yes or no answer, but rather allows them to respond to a degree of agreement based on their experiences. By doing so, an employee is not forced to take a stand on a particular topic. Finally, numerical rating scale surveys are also quick, efficient and an inexpensive method for data employee data collection.

Need Help with Your Employee Performance Evaluation Survey?

At our agile approach to online research, data collection and data intelligence ensures questions insights are addressed quickly, accurately and cost-effectively. We can help you structure and write your employee performance evaluation survey; we can even manage the whole project for you if you don’t want to do any of the research yourself.

Do you already have a survey account and need us to design the employee survey and add it to your favourite survey tool? We can do this too!

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