Hi, Ours is a software development company and would like to start giving best employee award. Please suggest how to identify the best employee. Tanuja
From India, Hyderabad
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1From India, Hyderabad
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Evaluation Methods for Identifying the Best Employee
Evaluation methods are not rocket science. Just think of it like this: take, for example, your own household. Consider the father and mother. The father, out of a few sons and daughters, might prefer son/daughter 'A' over the others B & C. Why? Because the father prioritizes his preferences and what he wants from the children. If they are students, the father likes the son who scores good marks, achieving a centum in every subject the most. If not, if he prefers that his sons excel in sports, then he favors a champion son who wins all the medals and trophies. Similarly, he might favor a son who is disciplined, a teetotaler, and so on. Similarly, the mother prefers the one who helps her with domestic work, excels in handicrafts, cooking, studying well, or exhibits a calm and quiet demeanor.
So, first of all, you have to prioritize the areas of performance according to your own expectations/judgments. Accordingly, you have to assign weightage marks or points on a scale of 10, 25, 50, or 100. Award marks based on the performance during the past period, say one year or so. You should list out like this:
1. Punctuality
2. Execution and performance
3. Timeliness (finishing assignments)
4. Discipline, conduct, and character
5. Innovation and perfection
6. Go-getters and rapport with colleagues, superiors, and customers
7. Honesty and sincerity
8. Other external factors
9. Penalties, if any in the past (for any reason)
10. Remarkable Achievements
Reorder these areas depending on your expectations, i.e., in the order of what you value most among these. Fix marks for each area and then start evaluating the employee's performance. Award marks in every area according to your observations or your HOD/Line manager's. Total them, and you will get the average marks each one scored. Determine who passes and who fails, grading them as follows: 1) Less than average (poor) 2) Average 3) Above average 4) Satisfactory 5) Good 6) Excellent 7) Outstanding. Naturally, the highest scorer will be the winner. It's better to entrust this job to a panel of competent seniors, preferably in odd numbers like 3 or 5, to find out the average of the panel's scores and decide.
Best regards,
[Your Name]
From India, Bangalore
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Evaluation methods are not rocket science. Just think of it like this: take, for example, your own household. Consider the father and mother. The father, out of a few sons and daughters, might prefer son/daughter 'A' over the others B & C. Why? Because the father prioritizes his preferences and what he wants from the children. If they are students, the father likes the son who scores good marks, achieving a centum in every subject the most. If not, if he prefers that his sons excel in sports, then he favors a champion son who wins all the medals and trophies. Similarly, he might favor a son who is disciplined, a teetotaler, and so on. Similarly, the mother prefers the one who helps her with domestic work, excels in handicrafts, cooking, studying well, or exhibits a calm and quiet demeanor.
So, first of all, you have to prioritize the areas of performance according to your own expectations/judgments. Accordingly, you have to assign weightage marks or points on a scale of 10, 25, 50, or 100. Award marks based on the performance during the past period, say one year or so. You should list out like this:
1. Punctuality
2. Execution and performance
3. Timeliness (finishing assignments)
4. Discipline, conduct, and character
5. Innovation and perfection
6. Go-getters and rapport with colleagues, superiors, and customers
7. Honesty and sincerity
8. Other external factors
9. Penalties, if any in the past (for any reason)
10. Remarkable Achievements
Reorder these areas depending on your expectations, i.e., in the order of what you value most among these. Fix marks for each area and then start evaluating the employee's performance. Award marks in every area according to your observations or your HOD/Line manager's. Total them, and you will get the average marks each one scored. Determine who passes and who fails, grading them as follows: 1) Less than average (poor) 2) Average 3) Above average 4) Satisfactory 5) Good 6) Excellent 7) Outstanding. Naturally, the highest scorer will be the winner. It's better to entrust this job to a panel of competent seniors, preferably in odd numbers like 3 or 5, to find out the average of the panel's scores and decide.
Best regards,
[Your Name]
From India, Bangalore
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Employee Performance Evaluation Form.doc
Employee Performance Evaluation Form.pdf