The aforementioned indicators are just a small tip of the “iceberg”, as there are almost an infinite number of items that can be measured. So, it is essential that the HR professional focus on those that really matter for the assessment.

To do so, you need to take some things into account, such as:

the degree of relationship with the performance appraisal objectives;
the ease of access to voluminous, truthful and varied data;
the commitment of other leaders/managers with the survey;
compatibility with the organization's values ​​and culture.
Choosing the best indicators is not a difficult process, just consider the above tips. The most important thing is that they generate relevant, clear information related to the objective of the performance evaluation.

It should also be noted that the survey of good indicators depends on the quality of data processing, so it is interesting to talk to the IT sector  . He will know how to extract data from systems, spreadsheets and reports diligently.

the company must be attentive, as every performance evaluation will have consequences and it will be necessary to act on them. Therefore, this is an important process for the company to guide and promote its professionals.

But, for this, it is necessary to define in advance the judgment criteria and the objectives of the performance evaluation (according to the scenario and the corporate moment) and also to establish how the objective analysis will be carried out.

It is worth noting that the reason for the performance evaluation is not related to the search for culprits or even the reprimand of employees. The reasons for this analysis involve the need to reassess the organization's personnel policy and the characteristics of roles and functions.

Knowing how to perform a performance appraisal is essential for any  company , whether small or large. Employee satisfaction, correct orientation about their work and decision-making by managers depend on the feedback resulting from the analysis.

Data released by Willis Towers Watson, a leading global consulting firm, show that, of the 31,000 employees surveyed in 2016, less than half believe that appraisals help improve performance or that there is a link between them and the compensation of those appraised. And half of the employees interviewed said that their performance was accurately measured.