We are in times of evaluations. Companies must rate their teams, evaluate their performance and set new targets.
This week I heard something that has caught my attention. In the program Onda Cero Julia en la Onda invites his listeners to evaluate all components of the equipment and program sections. The procedure is completely free to send in via e-mail, social networks and telephone approvals or reviews that customers have a good. Each semester and for two days Julia Otero get these "inputs" and timely selection after his audience communicates those messages that you find most interesting while alternating direct entry into some calls. This evaluation, that is new to the Spanish broadcasting, I think a good example of management regeneration.
They serve customer demands (listener), with the added value of doing it "on the air" and without previous filters, evaluated in the presence of in-facing live and direct, and with the aim to implement the suggestions made by the public. A real transparency exercise by the direction.
Another highlight is the high share of listeners. The hearing involved is very clear which partner likes and what not, they prefer and space which nullify or reduce their time, what topics are most interesting and which less, etc.. All this is not easy, however style management Julia Otero exercised that right and left hand, This effectively leads to freedom of opinion.
Also ensures that employees do not show, at least on antenna, any rejection despite being exposed to criticism. I understand that I assume as professional improvement area.
This new performance evaluation in a radio not hundred percent perfect, nor is the EGM (EGM) which measures the volume of hearing and do not know how it is made in my life because I met someone who has been part of the study. In my opinion this initiative brings additional value:transmitted to a large audience that all work should be subject to assessment, that's normal and we should get used to being evaluated without bother us. In short, that meritocracy is an essential value that must prevail in all jobs should be reviewed each year and qualitatively and quantitatively.
Julia, under freedom of opinion that practices, I encourage you to spread your idea as an example ofmeritocracy in the company.
Returning to the principle, we are in times of corporate evaluations and their teams must score. In addition to the qualitative evaluation depends on the perceptions of each, HR professionals tools exist, used in large companies and completely applicable to SMEs, that provide insight into behavioral styles, motivations, capabilities, decision-making style, personality traits associated with successful performance, etc..
These tools provide an impartial, complementing performance perceptions associated with skills that are to evaluate. The results can be compared in each evaluation period for the evolution and development of skills, using the same indicators and metrics. Also enhance the culture of the organization in the responsibility and commitment of its members.
In Spain, the Manager and HR professionals, can access these tools in HR Tools Center( www.hrtoolscenter.com ), that integrates the most reliable test and used internationally in a single online platform, with maximum facilities of immediacy and accessibility, accompanied by training and advisory services completely tailored to the needs of each company.
In short, them directors of any public body the private, large or small, could implement effective evaluations if they are willing to run and keep the decision in time.
The assessment results are significant as those discussed in the first year. And if not, Just ask Julia Otero.
RELATED TOPICS:
The "360 degree evaluation" , CSR tool
Self-reflection:
Coincides that this step in that radio program is in line with management regeneration?
What is the best / worse you know on performance evaluation?
