Performance reviews made fair and easy
Situation:
Regulatory compliance.Expectations.
Limited funds.
Morale issues.
Downsizing.
Mixed job descriptions. One pool of funding.
Establish judgment criteria:
Identify / generalize common factors by which all jobs can be judged.Examples:
- Completed assignments on time.
- Achieved high scores on customer surveys.
- Met specified goals and targets.
- Consistently produced high-quality work.
- Strengthened good customer relations.
- Showed dedication to continual self-improvement.
Test the list mentally. Have you skewed it to favor any one employee?
Or does it apply to all?
Determine relative importance:
Using Dwaffler software, determine and quantify the relative importance of the criteria.Assessment:
Rank each employee against each criterion. You can even ask your employees to rank themselves. A good discussion can come from a comparison of your ranking vs. theirs.Dwaffler software produces a clear ranking of employees by combining the assessment and the relative importance of the criteria.
Discussion with employees:
Dwaffler produces a report on each employee. It shows the key areas that that employee should focus on to improve. You can also see their strengths. You will know their standing relative to all other employees.Employee reviews are more focused and purposeful.
The upside of downsizing?
In a downsizing environment, Dwaffler can make it easier to make tough decisions. It ensures fairness.See recorded Dwaffler examples.
Contact Dwaffler to request a live demonstration
or for a no-cost preliminary discussion of your specific project.