We use ratings in our daily lives more often than you might expect. We look to Yelp for restaurant ratings, to Rotten Tomatoes for movie ratings; we can even find ratings on medical doctors and university professors. We ask people to rate our seminars and training events. Everywhere, ratings have snuck into decision-making processes in our everyday lives.
At present, nearly 3.9 million Americans work remotely, while by 2027, it is expected that remote workers will equate to more than 50% of the workforce, according to a feature published in Forbes.
Performance management is evolving. Increasingly, organizations are abandoning their annual appraisal systems and moving toward continuous performance management — a more agile and intuitive way to engage and motivate employees.
Training, much like learning, is a process. Evaluation is an even more systematic process of figuring out if the training you have implemented was effective and efficient, as well as if it was successful.
Performance appraisals are an opportunity for employers and employees to have a dialogue on past achievements and future development plans.
Using specific performance management tools such as the employee performance plan to include the necessary competencies and behaviors, performance criteria and the expected outcomes, can help avoid bias. Moreover, it leads to employee appraisals that are based on data and reflect on actual accomplishments and progress.