What Are Performance Levels In Employee Assessment?
Performance assessments are no easy task. They’re usually assigned by HR to keep everything smooth and ensure high productivity, but they’re also time-consuming and sometimes even awkward. However, when done correctly, they’re effective in bringing the company closer to success. How can you do that? Adopting a performance levels system can make the process easier and help you accurately evaluate your employees’ way of working.
So, what exactly are performance levels? Basically, they resemble a ranking system so you can categorize your staffers’ performances. Each level has certain criteria, so it’s easier for managers to recognize those in the way employees work. Having a certain method to measure performance not only saves you from guessing but also ensures that everybody contributes actively to the organization. Plus, they help you see who is ready for a promotion, who needs training, and who should be considered for an entirely different role. Let’s dive into 5 performance levels to assess your people as well as how to seamlessly implement them in your company’s regular employee evaluation process.
Top 5 Employee Performance Levels To Keep Track Of
1. Below Expectations
This performance level is used for employees who are not always doing their best. Sometimes they get things right but often make errors, have difficulty navigating tasks, and do the bare minimum. They are also quite slow in communicating and completing tasks, which results in missed deadlines and unsatisfactory customer service in case they deal with customers. As a manager, you need to figure out the reason behind this. Maybe it’s a skills gap, a training need, a lack of motivation, or personal issues. Once you finish the assessment, give them clear feedback and highlight how the company doesn’t prefer having its employees at this performance level.
2. Meets Expectations
Most employees are at this performance level. They start their workday, do their tasks, meet deadlines, participate in meetings, satisfy customers, and then clock out. Although they do exactly what’s asked of them, they only do that. This means that they don’t chase promotions or career development opportunities and enroll in courses only when they’re mandatory. In addition, they’re not very innovative and don’t contribute many ideas to brainstorming sessions. If you have these people on your team, you can either let them work the way they do or motivate them to perform even better. You can give them challenges, offer them training opportunities, or set new goals with them to push them further.
3. Exceeds Expectations
This performance level is for those who go beyond what their tasks entail and always strive for perfection. They deliver projects on time, come up with ways to streamline processes—saving the company time and money—achieve goals and set new ones, and are always willing to take on new tasks. These people are invaluable assets to the organization, so, as their manager, you must keep them engaged and satisfied. What you should do is give them leadership opportunities, like letting them lead a project or implement their fresh ideas. And, don’t forget to honor their contributions through recognition rewards and initiatives.
4. Highly Exceptional
Employees who are “highly exceptional” are your company’s gold. They not only do their jobs, but they also actively participate in the organization’s goals. They always help their colleagues, set up new achievements, take initiative, and think outside the box. When the company is in need of a solution to a problem, it’s usually these employees who save the day with their unique perspectives. On top of all these, they also try to improve company culture by making the workplace more supportive and inclusive. So, to help them unleash their full potential, don’t stop giving them career opportunities. From online courses to university degrees, support them any way you can because they’re your company’s future leaders and your key to success.
5. Needs Immediate Improvement
This performance level applies to employees who are, unfortunately, not up to par. This means they have performance issues that can’t be ignored because they hinder productivity and the company’s overall results. We’re talking about missed deadlines, lots of absences, a negative attitude, communication problems, a lack of skills, and anything else you dread about a team member. As a manager, you first need to talk to them. Explain everything that’s wrong and what you believe needs to change. If you intend to keep them on your team, come up with a development plan. If not, then it’s okay to let them go as a last resort.
How To Implement Employee Assessment In Your Company
Communication
How you communicate your employee assessment method will determine how employees will take it. First, you have to be clear about the performance levels and criteria for all employees. It’s better to do that in a meeting so that you get real-time feedback and reactions and listen to their concerns or questions. Transparency is also key. Explain the criteria for each level and everything that the assessment process involves. For example, what are the next steps if someone is categorized as “below expectations”?
Manager Training
Training your managers to assess performance accurately and justly is the most important step in incorporating performance levels. You need to equip your managers with the necessary tools to spot employees who actually perform well. Start by training them in objectivity to ensure no one is playing favorites or judging based on things that aren’t work-related. They must track real metrics like results, impact, and consistency. Next, train your managers to give constructive feedback and communicate even the toughest issues with their teams. When your managers are well-trained, everyone knows where they stand, and your performance levels will feel more meaningful.
Adding Performance Levels To Performance Reviews
When it comes to the performance review, use the performance levels to give feedback. For instance, congratulate employees for being “highly exceptional” and tell them what criteria put them there. Additionally, make certain that the performance levels are naturally implemented by adding them to your regular feedback sessions. This gets everyone up to date on their performance and prepares them for the comments they’ll hear.
Conclusion
As a manager, using these performance levels in your reviews can be a game-changer. By clearly defining what each level means and how it affects your staffers’ growth, you can offer more meaningful feedback and set specific goals. This not only helps employees understand where they stand but also motivates them to perform their best. When everyone is aware of the expectations and sees a clear path to improvement, you’ll notice success both on an individual and team level.
