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rounds of human resources: The first evaluated colleague increases the company’s profit

By Anonymous

 Employees regularly value about two-thirds of companies in the Czech Republic. The question is how. When evaluating the art, the productivity of the work of the employees increases, and thus the results of the whole company increase. But when I can’t do it, it’s a waste of time and money.


One of the proven evaluation methods is popular on the market 360 feedback (360ZV). It can evaluate whether the competencies of employees are set up correctly, create fully for their personal development and training, and thus help with selected talent.

Companies use it because the employee in the questionnaire assesses not only his enthusiasm, but the whole group of people who work with him in some way. In addition to enthusiasm, it can be a colleague, podzen, internal or external customer. As a result, competencies can be assessed in different roles. The system of bv and self-assessment of the worker, how he assesses himself in the urench rounds.

The evaluated wants a long-term fulfillment

If you are fulfilling in the company to set the evaluated employee method using the 360 ​​feedback method, weed in the preparation and fulfill the implementation for the next years as well. It is not necessary to do it only once, it has to be repeated. It is advisable to leave the implementation to an experienced, impartial and independent subject, for example to a consulting company.

You can ask the company staff to offer a trained employee who will interpret the results so that the employees take them in time and do not get into trouble. It is important that the people perceive feedback as a matter of fact to learn more about each other.

The project requires a certain time deposit from the arrest. First of all, do not underestimate the communication with the employees and inform them openly about the course of the event, the change of the company and the benefits for the company.

The evaluation system is carried out by an online questionnaire, which has a simple user and graphical interface. Filling in the questionnaire does not take time and can be adapted to the workload of employees.

Advice for all those who evaluate themselves: Approach the questionnaire objectively, truthfully, do not exaggerate. Both in the evaluations of others and in one’s own. If everyone does this, the method will show me the advantages of each employee, move him within the company or help him get involved in new projects. Employees usually underestimate themselves. The result will send me confidence.

It is a tool of development and not personal revenge

Make sure that there is no information about who wrote what about whom. That would disrupt the atmosphere in companies a lot. It is a tool of development and not personal revenge. This requires everyone’s discretion, especially when presenting input.

Ideln is to have ready inputs with full for further development and kneeing of individuals in companies. If you do not have such a full company, it is time to work it out. And remember – the evaluation should definitely not be an aid in the level of who pays out bonuses and rewards and who pays.

Generally, the main problems with admission are not evaluated by the employees, if the company does not underestimate the preparation and communication towards the employees and everyone receives feedback from a competent employee. The evaluated employees should not be one-off, but should continue for a certain period of time to find out where the employees have moved after a certain period of time.

If the evaluation is successful, we can establish an open working atmosphere in the company, uncluttered internal company communication and lead to loyal and motivated employees. And so I go to the profits of the company’s duties.

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