Evaluating your personnel depends on a continuous mobilization process between different collaborators to reach an optimal performance level. During the evaluation meeting, a retrospective must be performed with the employee regarding their performance during the most recent period and the results must then be compared to their pre-defined objectives. The CangarooHR tool allows you, for example, to conduct a 360° performance evaluation tailored to your business objectives. The question remains: which criteria are relevant to evaluate employees?


Comparing performance and established objectives

The first step in this regard is informing employees of the objectives they are required to attain as well as specify the timeframe in which they must be reached. Ideally, these objectives must not be pushed upon the employee but rather clearly defined collaboratively by both the employee and their superior. This allows the mobilization of the employee to provide the effort necessary to reach their objectives. Although this isn’t the only criteria to look at, a comparison between established goals and periodical performance is one of the most objective manners to evaluate employees.


Evaluating employees from different perspectives

While an evaluation from the employee’s immediate superior is an essential element to any evaluation, it only offers a specific perspective on their output. It can also be quite interesting to obtain evaluations done by peers and subordinates as well as the employee’s own self-evaluation.


Analyzing methods adopted and issues encountered

Even if an employee’s objectives are not met, it is important to validate a few different things:

  • Progress has been made
  • The methods adopted were put to work, within the required conditions
  • Whether or not additional support is required for the employee to meet their objectives


Defining criteria for each position

A portion of evaluation criteria can be applied to any position, be they a production or an administrative one. Here are a few examples of such criteria:

  • Respectful behavior towards colleagues and the employee’s immediate superior
  • Positive collaboration with colleagues
  • Maintenance of cordial relations
  • Implication during and capability of dealing with sensitive and urgent cases
  • Flexibility in regards to ever-changing work environments
  • Adherence to company rules and policies


To evaluate employees detaining a production position, you may also add the following:

  • Ensuring work procedures, specifications and quality requirements are met
  • Quantitative production objectives are met
  • Performance is maintained throughout the work period
  • Level of expertise for their domain and quality of work performed
  • Hygienic and security norms are being followed
  • Preservation and maintenance of provided equipment
  • Punctuality, attention to detail and respect of determined work schedule


As for evaluating administrative personnel, the following criteria is also important to examine:

  • Tasks are performed completely and thoroughly
  • Control is maintained over tasks and follow-ups are performed, ensuring quality
  • Task optimization and organization capacity
  • Respect of deadlines and timeframes
  • Problem analysis capabilities
  • Ability to propose solutions adapted to problems encountered during tasks
  • Discerning ability when resolving issues and display of initiative
  • Professional ethics and integrity when performing professional duties


Following the evaluation, the immediate superior will then take action based on the situation as it is presented. If the objectives are attained, the employee’s performance must be recognized through congratulations, encouragement and even monetary bonuses. As for cases when objectives are not attained, it is then important to determine if the failure to accomplish them is caused by a lack of competence or a lack of implication on behalf of the employee. Depending on the causes, the manager must then enforce the necessary corrective measures.