Grow people and they will grow your business

Employee evaluation is a formal method of assessing the qualitative and quantitative aspects of an individual’s performance within an enterprise. It covers not only the employee’s financial results but also their soft skills, progress made and commitment. Such evaluations should be carried out regularly, using appropriately selected tools. The results form the basis for awarding pay rises or promotions and they also inform the employee of the need to improve their performance.

Employee competency assessment is not only an analysis of current performance, but it’s also a diagnosis of potential, readiness for change of role and aptitude for expert or managerial positions. This model increases the transparency of HR decisions and supports the development of the company as a whole.

Employee competency assessment – the basis for informed professional growth

It is worthwhile for every organisation to implement a system based on clearly defined employee evaluation criteria. This makes it possible not only to measure effectiveness but also to make the right decisions about growth.

Employee competency assessment – functions:

• Evaluative – it allows for assessing the current level of work.
• Developmental – it determines the assessed employee’s potential in a given position.
• Informative – it provides knowledge about self-assessment and perception of tasks.
• Motivational – it encourages greater commitment.
• Decision-making – it supports decisions on promotions and pay rises.

How to diagnose gaps in competencies?

• Use of competency assessment tests.
• Analysis of periodic evaluation results.
• Personal interviews and development coaching.
• 360-degree feedback.
• Observation in action (e.g. in interdisciplinary projects).

Evaluation of employees – the process, tools and good practices

Employee evaluation is a complex process that requires a lot of preparation. Making a mistake at any stage of the evaluation can result in a distorted and biased result. The most common mistakes stem from the emotional attitude of management towards employees and the use of simplified reasoning by the evaluator. This includes being influenced by one of the employee’s characteristics when evaluating others, projecting one’s own characteristics onto the person being evaluated, being influenced by one’s own experiences and beliefs, being overly lenient or strict or even judging based on appearance.

Employee evaluation includes not only periodic assessment but also elements of ongoing feedback and growth discussions. Its purpose is not only to summarise past achievements but also to set goals for the future and plan growth together. Depending on the needs of the organisation, various methods can be used – from managerial assessment, through self-assessment, to multi-faceted assessments (e.g. 180° or 360°). Employee evaluation is also part of the employer branding strategy – it demonstrates organisational maturity and a willingness to invest in people.

Employee growth – an investment in the future of an organisation

Modern organisations understand perfectly well that employee growth has a direct influence on their commitment, productivity and long-term loyalty to a company. Training, mentoring, project work and individual career paths are becoming standard today in places where not only results but also team potential count.

Employee growth in an organisation is also an element of competitive advantage – a team with high competencies and awareness of its goals works faster, more effectively and with greater flexibility. A wisely conducted employee assessment allows for defining any gaps in knowledge or competency, as well as for motivating that person to improve their performance. It indicates the direction in which employees should grow. However, evaluation isn’t a simple task and requires experience and knowledge of the appropriate tools. Not every organisation has the necessary know-how, so it’s worth seeking help from qualified specialists.

Employee growth planning with Redegate – how to create career and succession paths?

Redegate connects companies with external HR experts who develop development strategies adpted to the industry, structure and goals of the organisation. Employee growth planning takes into account the needs of the company, the expectations of the staff and the possibilities for promotion and internal rotation.

An employee growth plan includes training activities, development projects, coaching and the setting of competency goals. The consultants and industry experts that Redegate connects with support the creation of competency maps, the design of talent programmes and the preparation of succession plans.

Key stages of employee growth

Every development process should be planned in a thoughtful and phased manner. The right sequence of activities not only increases learning effectiveness but also reduces the risk of stagnation. Employee training and growth are the most effective when they are based on actual organisational needs and have measurable goals.

Stages of employee growth:

Sensible management of long-term professional growth is based on precisely planned stages. Only then do actions bring real results – both for the organisation and the employee themselves.

Each stage should be based on prior agreements and be closely linked to a given company’s strategy. We present an extended employee growth path below:

• Diagnosis of development needs
  This is the starting point which requires an analysis of a given employee’s competencies, performance and ambitions. It can be based on the results of a periodic assessment, a development interview or a competency audit. The purpose is to identify gaps and areas of high potential.
• Setting individual and team goals
  At this stage, specific goals are set, both individual (e.g. improving presentation skills) and team-based (e.g. more effective cooperation between departments). The goals must be measurable, realistic and linked to the organisation’s strategic goals.
• Choosing the form of development
  Not every need means training. Depending on the goal, appropriate tools are chosen: workshops, coaching, mentoring, shadowing, participation in development projects or internal programmes. The form must suit the person’s work style and competence profile.
• Implementation of development activities
  This is when the process actually begins. It may include a training schedule, a series of mentoring meetings or specific development tasks. The role of the leader or mentor who accompanies the employee at this stage and ensures the consistency of the process is crucial here.
• Ongoing progress evaluation
  The monitoring of results takes place in parallel with implementation. It may take the form of reports, periodic discussions, self-assessment or observations by leaders. It’s essential to respond to emerging difficulties and adjust the pace of activities.
• Adjusting the path in response to changing conditions
  Growth isn’t a linear process. It requires flexibility – especially in a dynamic business environment. At this stage, we analyse which activities are effective and which need to be adjusted. It’s sometimes necessary to change priorities or implement an alternative solution.

Redegate mediates in employee development and assessment processes by matching companies with experienced HR consultants. Each expert undergoes a verification process, so you can be sure that the proposed specialist will meet the actual needs of your organisation. Fill in the form and we’ll present you a matching cooperation proposal – no rigid templates or ready-made models.