We are sure that in the past you asked yourself:
- Why, given the interesting premise, is the moment of evaluation a nightmare experience rather than an opportunity for growth for staff and organizations?
- How is it possible for evaluators to spend over 72 hours on average compiling end-of-year evaluation reports by entering data that is generally unlikely, "generous," levelled, and very discordant compared to other performance-based KPIs (volumes, value, cost, service, time, efficiency and effectiveness, internal or external)?
And then again:
- Are your managers aware of how to evaluate the skills of their subordinates?
- How many of them have it clear that in order to establish correlations between results and skills, it is indispensable to identify the individual behaviors that underlie them and define them?
Because of the limitations of the human mind the performance evaluation process is subject to the so-called "cognitive bias", real errors of assessment or lack of objectivity, which lead to interpretations of the information at hand, even when not logically or semantically connected with each other, not consistent with the facts.
It is not so easy with the currently available assessment systems to quickly analyze the status of the organization, identify training interventions for its improvement, and to easily set up business alignment plans: this results in a fleeing escape of talents which harms the organization’s wellbeing.
That's why K-Rev might be the answer to these issues.