Have you ever found yourself feeling puzzled with someone’s graph placement, once you complete their review?
Here are some things to consider, to ensure you are providing a true reflection on an employee’s performance and overall alignment to your culture.
A Threads review is composed of several pieces of criteria, which are generated from two sources – the Core Values or the organization and the Job Description assigned to the individual.
A single piece of criteria is composed of three sections.
The heading describes the area of focus, while the components and weighting provide clarity to what is important and to what level.
The components section of the criteria is what will be scored in the review.
While each core value will have its own piece of criteria, it is important to have a multiple (minimum of 2) pieces of criteria listed in the job description. This provides clarity for the employee and allows for proper weighting and overall results when scoring.
Another crucial step when creating criteria is to ensure you are only capturing what is important for that position and/or the individual filling the role.
Basic employment items, such as “Follows Company Dress Code” are important, but can be mentioned in the job requirement section of the job description. Doing so will keep your results from being skewed for requirements that are general to all positions.
If asked to cut a piece of wood 24 inches long, you would most likely grab a tape measure.
Because a tape measure is a universal tool of measurement. When used accurately, anyone in your organization could use it to get the same result.
The Rating Scale provided in Threads was carefully crafted. It to should be seen as a universal tool within your organization. When used accurately, it will provide clarity and accurate results.
We recommend using the default scale, provided in your Threads account:
Do you think your gut is more accurate than the Rating Scale? You’re not alone!
Not accurately using the rating scale is the biggest mistake a leader. However, many resort to this when they lack clarity in with criteria, they lack documentation and/or they disagree with the rating scale and the descriptions.
This is why most people do not like performance reviews – both the giving and receiving of them!
When measuring an employee’s performance in a Threads review, it is imperative that you use the Rating Scale, defined by your organization. This will provide a consistent message to the employee and consistent results for the organization.
A good rule of thumb when using the Threads Rating Scale:
Score of 5 or above = behavior and/or performance is acceptable.
Score of 4 = person lacks experience and/or training.
Score of 3 or below = behavior and/or performance must change.
For more information on this or other topics or to schedule a call with one of our Threads coaches, contact us at email@example.com.