10 Questions and 10 Answers on Performance Evaluation
In fact, it is all is done to measure the performance of individuals and organizations, to prevent problems that may arise, to increase the control of employees on the system and to keep business satisfaction in the forefront. In this sense, Kolay has compiled information on the increasingly important performance evaluation.
What is NOT performance evaluation?
1- What is performance Evaluation?
Performance evaluation is the measurement of an employee’s potential, capabilities, occupational behaviors, and all work-related qualifications, in comparison with the other employees. Performance evaluation is a systematic, fair, and regular process. For detailed information, you can read our article “What is Performance Evaluation?”.
2- What is NOT performance evaluation?
Performance evaluation is not an instrument of discipline, an attack on the employee’s personality, a judicial instrument, a wage bargain or a document hidden from the employee.
3- Why is performance evaluation important?
Observing and measuring the performance of employees due to reasons such as changes in working life, increasing working conditions, increasing competition among white-collar employees and the continuous increase in the number of the qualified employees are of great importance for both the career of employees and the companies.
4-Why is it done?
With performance evaluation, it is ensured that the employees adopt their duties and responsibilities, that their performances are measured, their salaries are adjusted, their promotions are determined and their training needs are decided on.
It also provides feedback to managers, improves communication among employees, improves management, and prepares the company for unforeseen external factors.
5-What are the methods?
Accurate assessment of performance is critical for companies. Therefore, selecting the correct performance evaluation system is also of great importance. If we consider some of the methods used to evaluate the performance of employees, we can collect the basic methods used under 3 main headings:
Interpersonal comparison method: Managers compare employee’s performance to the performance of one or more employees.
The method based on common performance standards and criteria: Each employee's performance is evaluated within the scope of her/his own qualifications and job description, independent of other employees.
The method based on individual performance standards: Individuals are assessed according to the individual standards that are created according to their goals, outcomes, and outputs.
6-What are the tools?
In order for a performance assessment to give the best results, it is important to choose the right method. In addition, the question of which tools and which channels can be or should be used for performance evaluation is one of the questions that should be answered in order for the performance evaluation process to give the best results.
Today, performance evaluation practices are often done on digital platforms with software we use frequently in personnel management processes, as well as in many areas of working life. In addition, we can still say that classical, old methods are used. Some of the most preferred are:
- Classic tools: Paper-pen
- Semi-technological solutions: Email, file sharing areas, digital files
- Technological solutions appropriate for the era: Performance evaluation software
7-How is the performance evaluation done?
In order to determine how you are going to perform performance evaluation, you must first decide your purpose. In this sense, we can examine the purpose of performance management under three headings.
Managerial: Performance evaluation to support management decision processes such as remuneration, promotion, transfer and layoff
Development: Performance evaluation to support the determination of the activities related to the development of the employees such as career planning, training programs, counseling, and guidance.
Research: Performance evaluation to determine job satisfaction and motivation level, to create goals, to identify and improve performance factors.
Once you have determined your purpose, you must find the appropriate method.
8- What is the difference between performance management and performance evaluation?
Performance management is a process that will exist as long as the company continues to exist, while performance evaluation covers certain periods and activities within this process. Again, performance management is a broad management process, including performance evaluation.
Performance management treats employees as a team and not as an individual. It is a continuous process that addresses the performance of the whole team as well as the individual performance. It is not based on a limited review carried out once or several times a year. It does not result in the achievement of certain objectives and objectives. It is continuous and focuses on improving performance.
9-Is it compulsory to do?
Performance evaluation has not yet found its place in Labor Law No. 4857, which regulates the labor relations in our country. Moreover, there is no clear information about the legal basis, the results that may or may not be received or the legal processes to be implemented. In addition, the Labor Code refers to performance evaluation, albeit indirectly, on the termination of the employee. It is stated that, except for the reasons given for in Article 24 and 25, the layoff of the worker shall be based on a valid reason.
Briefly, the law states that the employee’s performance should be evaluated in a fair and impartial manner, that the employee should be provided feedback regarding their performance and be given the right to self-defense, especially if the employee is to be laid off.
Performance evaluation, which does not have a statutory obligation, is an application that the law seeks in certain cases. In the case of labor-employer disputes that arise in situations such as promotion, salary increase and change of position, not only in layoffs, however, if there are no such elements as language, religion, gender or ethnic origin, the law necessarily requires information regarding the performance and performance of the employee.
10-How is performance evaluation done in Kolay?
We have developed a performance evaluation module in Kolay that can be customized to our users' needs.
In this module, you can prepare the questions you want to ask employees by grouping them under different competencies. Employees can participate in the performance evaluation by logging in with their username and password from their accounts.
When preparing surveys that are the basis of performance assessment, you can also easily assign which employees will be applied to the survey and which employees will evaluate which subordinate, above, or equivalent employees, or ones who are outside their own hierarchy.
You can customize performance evaluation, which is a difficult and long process, by using the custom fields offered by Kolay. Thanks to the evaluation of all employees online, you can get rid of both time and paper wastage and endless evaluation periods, and you can reach the survey results with one click.
If you do not have a Kolay account, create an account now to try all features free of charge including performance evaluation for 15 days.