There are many issues related to personnel evaluation in telework.
If you are in a position to evaluate your subordinates as a supervisor and you are unable to resolve these issues, you may end up with a variety of negative effects, such as items that cannot be evaluated or differences in evaluation among employees.
So what are the issues in personnel evaluation under telework, and what should be improved to solve them?
In this article, I will introduce the points you need to know in order to conduct appropriate personnel evaluation even under telework.
What are the challenges of personnel evaluation in telework?
I don’t know the work attitude of my employees.
The material for judgment required for personnel evaluation is not only the results, but also the employee’s attitude toward the work, including the process and approach.
However, when working via telework, it is difficult to get an accurate grasp of an employee’s work attitude and approach to work.
According to the “Survey on Telework and Personnel Evaluation” conducted by Ashita-no-team, Inc., the number one reason why people find personnel evaluation under telework difficult is because they cannot see the work attitude.
Source: “Survey on Telework and Personnel Evaluation,” a research release by Tomorrow’s Team, Inc.
If you can’t see the working attitude of your subordinates, you won’t know their attitude and approach to work, which will make evaluation difficult.
Disparate evaluation methods and standards
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Without a common evaluation method and standard, the evaluation will be left to the discretion of the manager who conducts the evaluation, and the evaluation will vary from employee to employee.
For example, some may emphasize deliverables, while others may emphasize process.
If telework is introduced only in some departments or industries rather than in the entire company, process-oriented evaluation standards may disadvantage telework employees whose work attitude is difficult to see.
Lack of communication
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One of the challenges in conducting personnel evaluations under telework is the lack of communication.
During telework, face-to-face communication is extremely limited. There will be fewer conversations other than business communication.
This may lead to a decline in teamwork, as managers may not be able to give good instructions, and subordinates may not be able to help their subordinates even if they are in trouble because they are unaware of their surroundings. This can lead to a decline in teamwork, as work does not progress as expected and motivation declines.
Key points for proper personnel evaluation in telework
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In order to conduct appropriate personnel evaluations in telework, there are a few points that need to be kept in mind.
In order to improve employee motivation and teamwork, we would like to proactively incorporate these points.
Creating clear evaluation items
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Clarification of evaluation standards and items is important in order to conduct appropriate personnel evaluations.
In telework, evaluation tends to be done with an emphasis on results, but if it becomes results-oriented, the process may be neglected.
In order to build an evaluation system for teleworkers, it is necessary to create evaluation items tailored to telework.
It is important to comprehensively evaluate attitudes toward work, such as work speed and response time, the pace at which tasks are completed, and the process for achieving goals.
It is also important to avoid items that are difficult to check during telework, or items that may cause differences between teleworkers and office-based employees.
Unify the evaluation method
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It is also essential to prevent differences in the content of evaluations between employees.
Unify not only the evaluation standards but also the evaluation method itself in order to prevent variations in evaluation from person to person.
One way to unify the evaluation method is to introduce a personnel evaluation system.
We would also like to consider reviewing the evaluation system by limiting the evaluators to only those who can grasp the situation and actual status of the employees. It is important for the evaluator to accurately understand each employee’s issues and abilities, and to support them in goal setting and other areas.
Proactive communication
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Communication among employees is often lacking during telework.
Communication is essential in order to understand the progress of work, the process to achieve goals, and the attitude toward work.
One way to do this is to provide opportunities for communication, such as reporting work schedules and task completion, managing attendance, and meeting via web conference.
We also want to consider introducing tools to activate communication.
Goalous , you can use chat to communicate flatly with your boss and subordinates. .
In addition, the open goal function allows members to share their goals with each other and easily monitor the status of their achievements.
In addition, when conducting personnel evaluations, the actions taken by each employee can be displayed on theThere is also the advantage of being able to look back at Goalous, which makes fair evaluation possible.
If you want to build a personnel evaluation system for telework, such as unifying evaluation standards and reducing the burden on managers who evaluate, you Goalous is a good place to start.
Summary
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In order to make personnel evaluation in telework appropriate, it is necessary to reconstruct the evaluation system itself into one that conforms to telework.
If the conventional personnel evaluation system is used as it is, it will run into problems such as items that cannot be evaluated and differences in evaluation among employees, and appropriate evaluation will not be possible.
Goalous, has been working on the issues of communication and subordinate evaluation in personnel evaluation. Colorkrew, the developer and operator of Goalous, is holding a free webinar to learn about communication issues in personnel evaluation and how to train subordinates.
Colorkrew is holding a free webinar to learn about communication issues in personnel evaluation and how to develop subordinates.
For more information on Colorkrew’s webinar, please visit Goalous
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