{"id":493,"date":"2022-04-28T12:04:26","date_gmt":"2022-04-28T12:04:26","guid":{"rendered":"https:\/\/fluxtech.me\/blog\/?p=493"},"modified":"2022-05-27T06:46:04","modified_gmt":"2022-05-27T06:46:04","slug":"evaluation-system-development","status":"publish","type":"post","link":"https:\/\/fluxtech.me\/blog\/evaluation-system-development\/","title":{"rendered":"How to Create an Evaluation System for Your Development Team"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Ok, so how many people in your company do you know that get excited when they hear the words \u201cperformance evaluation\u201d. Chances are, not many. Regular evaluations are a bit like regular checkups at the doctor. Yes, it\u2019s for your own good, but that doesn&#8217;t mean you&#8217;re enthused when you\u2019re on the way there. However, done right, performance evaluations will keep your team on track and motivated.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">After all, measuring and tracking are a part of human nature. Even in our daily activities, we look to see how many calories we burned, how many pages we read, and how much closer we are to achieving our goals. So your objective has to be to make the progress tracking system work for your staff and not against it. In this spirit, we\u2019ve compiled 7 steps to implement an informative evaluation system.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">1. Check the current evaluation format\/method<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">No matter what stage you are at in developing your performance evaluation, it\u2019s good to see what you already have. What\u2019s working? What parts are falling flat? Particularly, be mindful of:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>What intervals you evaluate your employees<\/li><li>How often you give them feedback<\/li><li>Any bias in the evaluation process that may exist<\/li><li>Whether or not the evaluation system you have in place honestly helps them improve<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Next, look at your goals. What do you want to accomplish by having an evaluation system in place? Once you\u2019ve clarified that, cross those answers with your company\u2019s values and company culture. This will help you note whether your evaluation process is serving your company and your employees or not. For instance, if your HR team senses that an overwhelming amount of employee evaluations are awkward and catch your staff by surprise, these are typical indicators that something is off.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">2. Set performance indicators<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">When setting performance indicators, a good place to start is to look at the job description by which you hired any given employee. True enough, that list will not take into account soft skills or social interactions, but it\u2019s a solid foundation.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Your performance indicators can be broken down into quantitative and qualitative. Take a software engineer, for example. You will probably consider how many projects they are able to complete on time.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At <a href=\"https:\/\/fluxtech.me\/\">Flux<\/a>, we capitalize on self-development and even offer learning hours where employees can learn new skills while at the office. These types of development and training opportunities are definitely something you should also factor in when setting performance indicators. (I.e. If your staff is learning new skills, it should be reflected in their work.)<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">3. Create or update your performance evaluation form<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Now that you\u2019ve reviewed your company\u2019s current evaluation system and defined appropriate KPIs, it\u2019s time to create a performance evaluation form. To keep things organized, consider breaking down the form into the following sections:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Job competency and skills <em>(this section relies heavily on points set out in the original job description)<\/em><\/li><li>Work quality and quantity <em>(this is why defining KPIs is so important)<\/em><\/li><li>Habits, attitude and other soft skills <em>(e.g. how a person gets along with other teammates, team spirit, cleanliness of their space, presentation skills, etc.)<\/em><\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">4. Encourage self-review and the Bottom-up Strategy&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The bottom-up strategy essentially means that an employee has the opportunity to tell you what they\u2019d like to accomplish and set their own goals. Based on the goals they\u2019ve set, they can review themselves as part of the evaluation process. This method is a good way to keep everyone honest and to take stock in where a person is so far and where they want to go next in their careers.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This does not exclude the button-down strategy, where you as the employer set goals for your employees. In fact, the two can and should work hand-in-hand to map out a plan that everyone agrees on.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">5. Give specific feedback<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Vague feedback is a major demotivator and makes you as the reviewer sound like you\u2019re full of hot air. If one of the aims of your evaluation is to truly help your employees improve, constructive feedback is key. The old, \u201cWe think you can try harder,\u201d is a big no-no. If for some reason, you are unable to provide specific feedback, it\u2019s better to postpone the evaluation, since ambiguity makes your employees uncertain and starts to create a rift in the employer-employee relationship.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Instead, be prepared to elaborate and give examples. If your feedback includes statements like, \u201cWe\u2019d like you to take more initiative,\u201d offer some examples on how you see that happening given the person\u2019s specific position, job responsibilities and workload. Feedback should also be realistic and take into account the resources you do or don\u2019t make available.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">6. Set SMART Goals<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Whether you use the bottom-up or bottom-down method to set goals, make sure they are <a href=\"https:\/\/corporatefinanceinstitute.com\/resources\/knowledge\/other\/smart-goal\/\" target=\"_blank\" rel=\"noreferrer noopener\">SMART<\/a>. You want goals to be<strong> specific<\/strong> and <strong>measurable<\/strong> so they can be clearly tracked and discussed during future evaluations. Naturally, all goals should be <strong>achievable<\/strong> and <strong>realistic<\/strong>, both so the company can gain tangible results and so your employees continue to grow and never get demoralized. And finally, all goals should have a <strong>timeline<\/strong> so you can get things done and move on to the next challenge.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">7. Review timeline creation&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This last point goes right on the heels of setting SMART goals. The \u2018T\u2019 is very important. In other words, you want to make sure that all due dates and deadlines are reasonable and will encourage each employee to do their best work. If they have to rush through a given task just to get it in on time, and ignore the quality, maybe you need to revisit the timelines.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Takeaways<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">All in all, the goal of evaluation systems should be to track your employees\u2019 progress (ergo your company\u2019s progress) and help them grow. Taking all the steps we\u2019ve mentioned above takes time, but ensures you\u2019ll be doing just that. Ideally, your company should be able to get to a point where both sides, employer and employee look forward to these checkups and regard them as milestones in your journey together. It might sound a bit far-fetched, but as a company who\u2019s already gotten there, trust us, it\u2019s not.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Let us know in the comments what best practices you implement at your company or as an employee what methods you\u2019ve found to be the most helpful.<\/p>\n\n\n<p><!-- Begin Mailchimp Signup Form -->\n<link href=\"\/\/cdn-images.mailchimp.com\/embedcode\/classic-10_7.css\" rel=\"stylesheet\" type=\"text\/css\">\n<style type=\"text\/css\">\n\t#mc_embed_signup{background:#fff; clear:left; font:14px Helvetica,Arial,sans-serif; }\n\t\/* Add your own Mailchimp form style overrides in your site stylesheet or in this style block.\n\t   We recommend moving this block and the preceding CSS link to the HEAD of your HTML file. *\/\n<\/style>\n<div id=\"mc_embed_signup\">\n<form action=\"https:\/\/fluxtech.us1.list-manage.com\/subscribe\/post?u=b08e10b09cd8fa3fc0922d55b&amp;id=775d1a7dac\" method=\"post\" id=\"mc-embedded-subscribe-form\" name=\"mc-embedded-subscribe-form\" class=\"validate\" target=\"_blank\" novalidate=\"\">\n<div id=\"mc_embed_signup_scroll\">\n<h2>Subscribe to our newsletter to receive new blogs and tips &#8211; straight to your inbox<\/h2>\n<div class=\"indicates-required\"><span class=\"asterisk\">*<\/span> indicates required<\/div>\n<div class=\"mc-field-group\">\n\t<label for=\"mce-FNAME\">First Name  <span class=\"asterisk\">*<\/span><br \/>\n<\/label><br \/>\n\t<input type=\"text\" value=\"\" name=\"FNAME\" class=\"required\" id=\"mce-FNAME\">\n<\/div>\n<div class=\"mc-field-group\">\n\t<label for=\"mce-EMAIL\">Email Address  <span class=\"asterisk\">*<\/span><br \/>\n<\/label><br \/>\n\t<input type=\"email\" value=\"\" name=\"EMAIL\" class=\"required email\" id=\"mce-EMAIL\">\n<\/div>\n<div id=\"mce-responses\" class=\"clear\">\n<div class=\"response\" id=\"mce-error-response\" style=\"display:none\"><\/div>\n<div class=\"response\" id=\"mce-success-response\" style=\"display:none\"><\/div>\n<\/p><\/div>\n<p>    <!-- real people should not fill this in and expect good things - do not remove this or risk form bot signups--><\/p>\n<div style=\"position: absolute; left: -5000px;\" aria-hidden=\"true\"><input type=\"text\" name=\"b_b08e10b09cd8fa3fc0922d55b_775d1a7dac\" tabindex=\"-1\" value=\"\"><\/div>\n<div class=\"clear\"><input type=\"submit\" value=\"Subscribe\" name=\"subscribe\" id=\"mc-embedded-subscribe\" class=\"button\"><\/div>\n<\/p><\/div>\n<\/form>\n<\/div>\n<p><script type=\"text\/javascript\" src=\"\/\/s3.amazonaws.com\/downloads.mailchimp.com\/js\/mc-validate.js\"><\/script><script type=\"text\/javascript\">(function($) {window.fnames = new Array(); window.ftypes = new Array();fnames[1]='FNAME';ftypes[1]='text';fnames[0]='EMAIL';ftypes[0]='email';}(jQuery));var $mcj = jQuery.noConflict(true);<\/script><br \/>\n<!--End mc_embed_signup--><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ok, so how many people in your company do you know that get excited when they hear the words \u201cperformance evaluation\u201d. Chances are, not many. Regular evaluations are a bit like regular checkups at the doctor. Yes, it\u2019s for your own good, but that doesn&#8217;t mean you&#8217;re enthused when you\u2019re on the way there. However, [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":494,"comment_status":"open","ping_status":"open","sticky":true,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"footnotes":""},"categories":[11],"tags":[27,41],"class_list":["post-493","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","tag-tips","tag-web-development"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.8 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Create an Evaluation System for Your Development Team<\/title>\n<meta name=\"description\" content=\"Performance evaluations can keep your team on track and motivated. 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