case study
Employee evaluation - introducing a transparent evaluation process
A marketing agency has been evaluating its employee performance management process, which was previously perceived as unfair and ineffective.
In satisfaction surveys, employees indicated that promotion opportunities depended more on leaders’ personal preferences than on candidates’ actual performance or aptitude.
Most felt that annual evaluations were merely a formality that had no impact on their professional development. This problem led to a decline in team motivation and commitment.
%
increase in employee satisfaction
%
reduction in turnover
%
improvement in employee performance
challenge
Ineffective performance appraisal process
The agency struggled with an ineffective employee performance appraisal process that failed to motivate development and help detect areas for improvement.
The lack of transparency and objectivity in the appraisal process led to a decline in team morale, as well as ineffective use of employee potential.
It was necessary to create a fair, performance-based system that allowed for real evaluation and career development.
approach
Clear rules, better results
1. data collection
Managers collected employee performance data (KPIs, customer feedback, self-assessment forms), which allowed for objective evaluation. Data was also discussed with the team so as to reinforce commitment.
2. Preparation and planning
We introduced mandatory 1:1 meetings by sending out calendar invitations with a pre-prepared agenda, which provided employees with full transparency in the process.
3. Analysis of results
managers analyzed the results in detail, identifying strengths, areas for improvement and goals for the future. At the same time, an important element of the analysis was the employees’ opinion on the roadblocks as well as possible improvements.
4. Review meetings
meetings discussed employee achievements, set goals for the next period, and identified resources and training needed for improvement.
5. creating action plans
employees worked with managers to create specific, measurable goals, making it easier to track progress. Leaders were trained in goal trozing using the OKR method.
6. Follow-up checkpoints
managers scheduled regular 1:1 meetings to monitor goal achievement, while being held accountable for the training and. rprograms for employee development that were delivered.
results
Transparent performance evaluation process and employee satisfaction
Thanks to the new approach:
- Increased employee motivation – by making the appraisal process objective and based on measurable results, employees felt more valued, which increased their commitment and loyalty to the company.
- Better performance – clear goal-setting and regular monitoring of progress allowed employees to perform better in key areas, such as meeting KPIs and customer service.
- Less dissatisfaction – the elimination of a sense of injustice in appraisals and the transparency of the process helped to improve the team atmosphere.
- More effective career planning – by systematically assessing performance and setting goals for the future, employees were clear about what skills they needed to develop for promotion.
Your business, your challenges – our help
Want to improve your company’s employee performance appraisal processes and increase your team’s engagement?
Schedule a consultation with our team and learn how mapping your processes and implementing a fair appraisal system can help you better manage your team, improve performance and reduce turnover.
Increase the efficiency of your marketing agency and ensure the development of your team!