How to properly evaluate employee capacity?

Set clear evaluation criteria

For any job to be successful, it must be clearly defined and most importantly, measurable, KPIs being a good example. General criteria should be avoided, confusing content easily causing misunderstandings for employees. In addition, the evaluation criteria need to be associated with the assigned tasks and the goals that the organization wants to achieve. Criteria should be in place from the beginning of the evaluation period, so that employees can understand the requirements and expectations of the manager for them.

Sometimes managers will have to change the evaluation criteria, aiming to overcome the weaknesses of the organization, such as sales or complaints from customers… If this change, arise, managers need to notify employees early so that they can make adjustments.

Monitor employee activity

To be able to properly assess the capacity of employees, managers cannot ignore the activities of employees. If you do not regularly monitor closely, it is very likely that there is a difference between the superior's assessment of the subordinate and the result of the subordinate's self-review of himself. This gap, if not eliminated, will be a big barrier in employee evaluation, sometimes causing dissatisfaction leading to employees leaving the organization because they think "the boss doesn't understand me".

For employees' mistakes, managers should remind them as soon as they are discovered so that employees can notice and avoid similar mistakes from happening again. And those suggestions should be positive as for employees to improve themselves better.

Frank dialogue

A frank, direct dialogue with course is a good way for managers to deliver effective messages, the information you give your employees is also the most complete and accurate, to avoid misunderstandings. Dialogue is also the best way to help managers and employees understand each other better. Listening to employees, letting them participate in building management does not reduce the reputation of managers at all, but on the contrary, it will make employees feel more secure, trust and respect their superiors.

In addition, direct dialogue can also promptly resolve arising conflicts, creating solidarity among individuals in the organization.

Fair and objective assessment

A good manager not only shows himself as having excellent knowledge or expertise, but honesty, frankness, fairness and concern for the human factor are really essential. Individually, a manager may be more sympathetic to one employee than another, but within an organization the manager must be impartial and considerate of all members of his or her organization.

The assessment of capacity to have an objective factor also needs to be done in many different aspects such as self-assessment, receiving evaluation from superiors and colleagues.

In short, the head of the business no matter how excellent he really is, but without good colleagues, it will be difficult to achieve the goals of the organization. Proper assessment of employees' capabilities will help leaders put subordinates in the right positions, assign jobs according to their abilities, and when subordinates are properly assessed by their superiors, that is also a way to motivate them to work well.