Evaluate core values in performance review năm 2024

We all know defining a company’s core values is important, but it’s actually only the first step. The greater challenge is how to integrate these into the day-to-day life of your business. Core values provide a motivation to make a difference but also a standard by which employees’ performance is judged. For this reason, leaders must create a values-based performance management process.

Improving Your Performance Management System

If performance management simply means an annual appraisal, you’re doing it wrong. You aren’t going to implement core values through a traditional form filling performance review. Employees hate it and managers do too. But performance management doesn’t need to be this way. Here’s the thing: any process you use to enhance employee performance and company culture is performance management.

Start by redefining your performance management processes as employee-oriented. Think about why you care about performance in the first place. You want to set employees up for success so that they can contribute to making your whole organization a success.

To make this a reality, it’s a manager’s job to provide employees with support and guidance on how they can achieve the expectations set by the company. Managers should communicate how these expectations fit in with your company’s core values.

Best Practices for a Performance Management Program

Initiating a values-based performance management cycle takes work. These steps for an effective performance management process will help:

• Clearly Communication your company’s mission, vision and values to your employees This is the first step of any performance management organization transformation. These values should be explained by top-level leadership, but it’s managers who’ll be putting in time making sure that each and every employee understands what the mission and values represent.
• Articulate Your Company Values Statement Through Behaviors Identity 10 to 15 of the most important values-based work behaviors, taking into account the relevant departments and positions in your company. This is a key step, transforming ideas into actions that over time will bring results.
• Understand Different Roles Requires Different Behaviors For example, if your core value is innovation, employees in the marketing and finance department will relate to this with very different behaviors. Take the time to interview high performers in different roles to better understand what behaviors represent each core value.
• Solicit Feedback Ask for feedback from top to bottom of your organization. As a business leader, you may have a very different perspective on what would be considered value-based behaviors compared to the employees on the frontlines. Without being open to different perspectives, you’ll never successfully implement an employee-oriented performance culture.
• Make Values a part of Everyday Performance Management Reinforce core values with your actions. Leading by example will help your employees do the same with their own objectives and decisions throughout their work day. When possible, company-wide communication should reference how core values are influencing business strategy and direction.
• Give Values-Based Feedback & Ratings Measure and give feedback to employees depending on how their behavior and actions align with core values. As a coach, rather than just a manager, you should care about behavior just as must as results. When behavior aligns with core values, results will follow.
• Publicly Recognize Employees’ Performance Giving public praise for employees’ performance isn’t a new idea but consider doing so not just based on results, but on how they exemplified core company values and standards.

If you follow all these best practices, you’ll be well on your way to establishing a values-based performance management process.

How Paycor Can Help You Modernize Your Performance Management Plan

Paycor creates HR software for leaders who want to make a difference. Our Human Capital Management (HCM) platform modernizes every aspect of people management, from the way you recruit, onboard and develop people, to the way you pay and retain them.

Are you looking to improve your performance review process while staying true to your company's core values? You can look no further than the 360-degree performance review.

360-degree Performance Review

At its core, the 360-degree performance review gathers feedback from various sources, including managers, colleagues or peers, direct reports, and even customers. This comprehensive approach provides a complete picture of an employee's performance, strengths, and areas for improvement. But when combined with your company's core values, it becomes a powerful tool for driving performance and creating a culture of excellence and high performance.

5 Key Steps to Elevate Employee Performance and Alignment with Core Values Through 360-Degree Reviews

Here are some ways to evaluate employees using a 360-degree performance review and your company's core values:

1. Setting the Foundation: Start with your company's core values by taking some time to clarify and define your company's core values before you even begin the review process. These values should serve as the foundation for evaluating employee performance.
2. Aligning Metrics with Values: Choosing the proper performance metrics by selecting metrics that align with your company's core values. For example, if teamwork is one of your core values, evaluate employees' ability to collaborate effectively.
3. Gathering Insights: Leveraging the power of 360-degree feedback. A 360-degree performance review template allows you to gather feedback from a variety of sources, including managers, colleagues or peers, and direct reports. It provides a complete picture of an employee's performance and how well they embody your company's core values.
4. Providing Feedback that Drives Results: Furnishing constructive and values-driven feedback. When delivering feedback, focus on specific examples and tie them back to your company's core values. Provide constructive feedback that helps employees understand how to improve their performance and align with your company's values.
5. Learning Opportunity: Use the review process as a learning opportunity. Encourage employees to use the review process as a learning opportunity. By focusing on your company's core values, employees can better understand how they can contribute to the organization's success.

In conclusion, the 360-degree performance review template is an excellent tool for evaluating employee performance and staying true to your company's core values. Following the steps outlined above, you can create a performance review process that drives performance, fosters a culture of excellence, and helps your employees grow and develop.

You can learn more about implementing our 360-degree performance review template today.

ดาวน์โหลดฟรี → ตัวอย่างการประเมินผลงานแบบ 360 องศา

We hope you find this helpful resource to make your company thrives and your employees happier. Please stay tuned and see which employee engagement tricks & tips we will send you next month!

How do you incorporate values into performance reviews?

Adding Culture and Values into Performance Reviews.

First and foremost: Define your culture and values..

Rate employees on each value..

Collect ratings from multiple people..

Incorporate culture in personal development plans..

Welcome feedback on the culture from employees..

How do you measure values in performance?

Here are a few ways to measure and evaluate employee performance data:.

Graphic rating scales. A typical graphic scale uses sequential numbers, such as 1 to 5, or 1 to 10, to rate an employee's relative performance in specific areas. ... .

360-degree feedback. ... .

Self-Evaluation. ... .

Management by Objectives (MBO). ... .

Checklists..

What are core values in self performance review?

Core Values are a condensed description of how you conduct yourself. By starting here, your boss will understand how you view yourself aligning with the company's values or how you define them for yourself if they aren't any stated by the company. If your company has clearly stated values then you've got it easy.

How do you demonstrate core values in the workplace?

Embed the core values into company culture by integrating them into training, performance evaluations, recognition programs, and decision-making processes. Regularly reinforce the values through communication, events, and leadership actions to ensure they remain a central part of the organization.