Balancing Qualitative and Quantitative Appraisals for New Employees on Probation: How Do You Approach It?

In my experience, I have been conducting appraisals for new employees on probation using mainly qualitative evaluation criteria. However, I have a new boss who believes that probation appraisals should be more quantitative. Specifically, they think that specific targets should be set for every new employee regardless of the job role.

I would appreciate contributions from all of you on this subject.

Layi Sufianu

Hi Layi,

Apart from qualitative evaluation, you can also proceed with personal evaluation. The contents may include:

- Attitude
- Behavior with peers, subordinates, and colleagues
- Relations with everyone
- Punctuality
- Absenteeism
- Work commitment level
- Career orientation
- Sincerity towards work, and any other factors you believe would help in evaluating his performance during his probation period.

Hope this information gives you an idea to proceed further.

Regards,
Amit Seth

Hello,

During probation, the targets should be set to a reasonable and achievable level, both in terms of quality and quantity. Setting targets too high can lead to frustration. Until employees settle into their roles, they should be given time and flexibility.

Thank you

Hello,

Your boss is right in many ways, but not all. However, I want to emphasize that measuring is crucial for effective management. Nevertheless, it is important to understand that the process is not as simple as it may seem. I recommend asking your boss to provide you with some examples to facilitate your learning and implementation of best practices.

Regards,
Pritpal

Dear Layi,

It's always better to have two sides for the evaluation system: 1. Objective and 2. Subjective.

Objective - what I mean is "quantifiable elements" - to be specific, it can be derived from the task. The objective elements should start right from the job description. Do you have clear job descriptions for all the roles? If you do, then it's easy for you to create an objective part in the evaluation system.

Subjective - as discussed by other members.

Regards,
Udhay

Even for qualitative measures, you can quantify their intensity on a scale of 1-10 so that you get something quantifiable. Alternatively, you can quantify the suitability of a particular assessment trait concretely in a yes or no format and score the averages of all qualities. If it exceeds the benchmarks you have set, this could be a fantastic system of appraisal.

Hi Layi,

I would say your BOSS is 100% right. Without measuring the quantitative part of an employee, there is no point in giving him/her any appraisals. Targets are set not just to achieve revenue but to analyze an employee's productivity.

Keeping a quality employee without quantity (i.e., productivity) is of no use to the management. It's 100% true that every employee should be qualitative, but it is 200% mandatory to be quantitative, which I call productivity.

Cheers,

adotsk@gmail.com

Dear all,

I thank you for your comments. Could somebody tell me the quantitative criteria to use in probation appraisal of a fresher in a marketing role for the purposes of confirming the staff's appointment? A fresher is somebody that just graduated with a diploma or a Bachelor's degree but with no work experience. The emphasis is on probation (staff that have just been employed) and those that do not have previous job experience. For the Performance Management System, certainly, the appraisal instrument must address both quantitative and qualitative indices. Will appreciate your inputs from this perspective.

Thanks, Layi