Individual performance appraisal: what is it and how to apply it?

Faced with so many different ways to conduct it, you must follow a few steps. With them defined, it is much easier to create a performance evaluation that helps to discover what needs to be improved. In this way, the feedback directed to each employee will be much more complete and detailed.

Want to know how to do it all? Don’t miss out on the tips we’ve prepared for you below!

Why is individual performance appraisal so important?

First of all, you need to know that individual performance appraisal can happen in two ways. The first one refers to the manager’s opinion regarding the particular performance of all the people who make up a particular sector or team.

In this sense, it is always interesting to reconcile methods aimed at the collective and the individual. With a good method and a set of adequate tools, it is easy to specify the level of contribution of each person to that result achieved by the group.

The intention, of course, is not to judge any weaknesses found, but to be aware of the training that should be prioritized, for example. At the end, it is expected to make the professionals enter a continuous and gradual line of individual improvement.

Note that the final objective of all this is not limited to the adoption of a mistaken culture and is restricted to individualities. The idea is to strengthen people so that they, in turn, strengthen the teams in which they are inserted. Therefore, the focus is dedicated to the culture of valuing collaborative environments.

The second type of individual analysis is centered on valuing how the employee sees himself. It is, therefore, a self-assessment, when the person performs an exercise of reflection on himself and, mainly, on the relevance of his presence for the success of the company.

What are the parameters of this analysis?

Among other questions associated with the topic, those who work with people management need to keep in mind what, after all, should be evaluated. The detail is decisive to preserving the focus, essential in the search for information that really enriches the verification in progress.

In the case of self-assessment, it is essential to delimit the following fields:

  • motivation;
  • satisfaction;
  • difficulties;
  • challenges;
  • suggestions.

Here, we draw your attention to the fact that each of these components already contemplates its opposite. Therefore, we have demotivation, dissatisfaction, etc. They must also be considered, so that the individual performance self-assessment is as complete as possible.

The main point is to provide a space for the expressive expression of professionals regarding various aspects related to their contribution to the achievement of projected results. At the same time, one should think about how the factors raised impact the individual’s performance.

From the point of view of the manager himself, the intention is to observe a series of items, mentioned immediately below.

Alignment between the organization’s culture and professional posture

Behavior and occasional liberties (breaks to play video games, for example) need to be consistent with the work environment format defined by the organization.

Interpersonal relationship

It comprises both that held with members of the same team and that carried out with people from other teams, belonging to other areas of the company.

In general, relationships should be cordial, both between professionals who talk every day and between those who only see each other a few times a semester.

Validation of technical skills

Some of them are preponderant for hiring or promotions. Therefore, it is opportune to confirm the use of these skills during the daily performance of activities. As much as you did well in the tests that preceded your entry into the company, it is worth monitoring how each employee reacts to the daily challenges of the business.


Here, consider positive evolution linked at all levels. This means that it is worth keeping an eye on the professional’s continuous improvement with regard to the full range of items considered in the performance evaluation itself.


No less relevant, it reveals the keynote of people’s degree of identification with the functions they perform. In other words, it facilitates the diagnosis of what drives each employee to work for the company.

As is well known, those who perform their tasks just to receive a salary do not tend to help their teammates in achieving better numbers.

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