6 criteria for evaluating employee standards help increase productivity by 30%

The evaluation of personnel based in feelings or subjective experience is no longer suitable when the business moved the model number of goods. Systematize the evaluation criteria not only help managers take the right decision, but also motivate employees, continuous improvement, sticking with organizational goals. 

A study by PwC 2023 shows: “84% of organizations are in the process of digitizing process has significantly improved employee performance thanks to the integrated evaluation criteria of transparency, based on data systems.” So criteria for evaluating employees what is? How to build the system criteria in accordance with a business are construction process number? Let's analyze the details in the article below.

1. Criteria for evaluating employees is what?

Defined by angles modern management

Criteria for evaluating employees is the set of indicators, standards or specific behavior is designed to measure the level of work efficiency, the contribution, the suitability of a staff with the common goal of the organization.

In the operating environment of these criteria no longer stop at the index output as “finish the job properly the term” or “achieve sales how much”, which must extend to other aspects such as:

• The level of compliance with process number
• Ability to adapt new technology
• Contribute to process improvements, automation

Distinguish between evaluation criteria, KPI and OKR

→ Rating criteria are generally wider, covering all KPIS, work attitude, ability to adapt in the operating environment of.

The role of assessment criteria in the system process number

In the operating system of every action, data, processes are recorded. This allows business:

• Evaluate the effectiveness staff based on real data, not depends on sentiment
• Attach the evaluation of the system workflow, helps automatic reminders, alerts when there are signs of non-compliance
• Set general standards for each job position, each step in the process of commissioning

Practical example: A manufacturing enterprise application platform digitized processes to track time order processing of each department. The results showed employees A complete 98% task properly deadline, no error process in 3 months – from which is rated outstanding. Employee B have the same volume of work, but often manipulate wrong step in the system right, thanks admin edit re – evaluation results average. All based on the data recorded in the system, no longer dependent on review sentiment from on high.

2. The evaluation criteria most important staff in the business

The evaluation of employees in traditional business usually emotional, lack of consistency, is influenced by the personal view of the upper level. However, in the context of business is gradually shifting to model operation of the evaluation of efficient working need to be re-structured based on the data, the actual behavior, the ability to contribute to the process of digestion. 

Here are the 6 criteria key help evaluate employees a comprehensive, fair, fit with modern requirements:

Work performance (Work Performance)

This is still the core criteria in any rating system personnel. However, how to measure performance need to change to reflect the true nature in the environment of:

• The rate of completion of the work deadline: track the % of the task assigned, completed on time commitments.
• Quality results: meets the standards for the outputs? Can be return or to do again?
• The percentage of errors in the implementation process: For example: entering wrong data, manipulate mistaken, slow processing...
• Ability to work independently: There is need for continuous monitoring? There is automatic update work progress?

Suggested implementation: Business should analyze data from the system work (task management, dashboard, internal,...) to monitor performance continuously, instead of just rating according to you.

The level of compliance process (Process Compliance)

When businesses operate according to the process number, follow the correct process is vital to ensure stability and transparency. Criteria for evaluating employees is often overlooked in the environment, but have become extremely important in the model workflow automatically.

Some indicators may include:

• The rate of manipulation due process of self-regulation: Can skip steps? Do it wrong order?
• The frequency of the bounce process due to errors manipulation: how many times a handle must be reworked due to improper process?
• The level of proactive status updates in the system: Personnel are actively complete each step properly prepared or waiting for prompts?

Note: The assessment should not be based on perceived that need to use the log data recorded in the management system processes to ensure transparency.

The spirit of cooperation, internal communication (Collaboration & Communication)

In business digitization, the parts often do not sit next to each other. Collaborate, share, communicate effectively via digital platforms is an essential skill.

Criteria for evaluating employees may include:

• Frequency response due date through the tools working group (chat, email, task system): Delay feedback can interrupt the process?
• Level contribute to group discussions, suggestions processes: Can give feedback constructively?
• The proactive coordination with other departments: Not only completed the work of his that also supports seamless for the following steps.

Hint deployment: Businesses can apply internal survey 360 degrees or review periodically to get feedback, multi-dimensional, ensure reviews not only from one side.

Capacity to adapt, learn new technologies (Adaptability & Learning Agility)

When businesses change the way to operate, update, new tool, the capacity to learn of the will directly affect the speed of deployment of digital. Here are the elements that distinguish the employees follow the trend with people lagging.

A number of specific indicators:

• Speed acquainted with the software, the new platform: how long does it Take for employees to manipulate fluency?
• The frequency of complete internal courses (LMS, eLearning): There are active school or waiting to be delivered?
• The number of errors arising due to not understand the new process: you need support multiple times when switching process, no?

Data from McKinsey in the year 2024: “Business has rating system, the ability to learn clearly often achieved conversion efficiency of more than 29% compared to you.”

Personal responsibility and professional attitude (Accountability & Professionalism)

A system of complete evaluation should reflect both a sense of responsibility, attitude – these factors, however, qualitative, but can completely digitized to measure.

Criterion measure may include:

• The proportion of work completed't need to remind
• Frequency of update schedule full and timely
• Report the incident instead of hiding error

Note: Responsible staff will help process more smoothly, reducing the burden for managing, enhancing the overall effect.

Ability to work improvement (Process Innovation Contribution)

Not only do the right, multiply the modern need to know how to do better. Ability to propose initiatives, suggestions, process improvement is a big plus in operating environments of – where all operations are possible optimal.

Some points to review:

• The number of proposals for process improvement are noted
• The rate enhancements are successfully implemented
• The ability to detect points of congestion in the daily report in a timely manner

Important note: Businesses should create space for employees to contribute, noted the official of this initiative, in association with the system of bonuses and penalties, clear.

3. Building guide the evaluation criteria of staff in accordance with the process of

Here are detailed instructions step by step for enterprises to build the rating criteria personnel in accordance with the context of ensuring fairness – transparency – optimize the performance of the organization.

Step 1: analyze the peculiarities't work position

• Objective: to Understand each position are responsible for the specific job, what, what is the output, KPI what is.
• How to perform:
  • Get information job description (Job Description).
  • Direct interview or internal survey to understand more perspective practice.
  • Attach each mission with the quantitative indicators (E.G., completion time, percentage correct term, the level of contributions for the process).

Note: With the process was digitized, can take advantage of data from the system workflow, software project management, CRM, ERP... to automatically collect the index.

Step 2: Selection criteria assessment are aligned with organizational goals

A rating system staff in the environment of should be based on 3 main pillars:

• The results of work (Performance):
  • Associated with the KPI-specific titles.
  • For example: the contract number, the ratio of orders on time, number of times the handle complaints successful...
• Behavior in work (Behavioral Competency):
  • Compliance with internal processes, feedback the correct channel, the spirit of cooperation, active.
  • Can be measured through 360-degree feedback, or through the system, task tracking number.
• The degree of adaptation of (Digital Adaptability):
  • Speed acquainted with new tools.
  • Rate work on the system (rather than help).
  • Error number manipulation, or the time required technical support.

Practical example: An accountant when reviews should review:

• Accuracy in reporting (Performance),
• The updated new tax rules through the e-learning system internal (Behavior),
• The level of self-manipulation bill on software eInvoice (Digital Adaptability).

Step 3: Standardized criteria according to each hr team

Can't apply a set of general criteria for the entire company. Business should be divided in groups:

• Block operation – production: Priority performance (OEE, cycle time, error rate).
• Block business – marketing: Focus on results achieved, the capacity to deploy campaigns.
• Block support (hr, finance, legal): Focus on quality top handle work, level of support, punctual compliance process.

Should organize workshop internally with the management of each department to participate in the construction of the matching criteria peculiarities.

Step 4: Attach the criteria on rating system transparent – automatic

This is the most important step to ensure reviews:

• Not feeling, not dependent on personal management.
• There is history data to a comparison between the states.
• Motivational continuous improvement, if employees see criteria tied to the actual work.

Hint deployment:

• Integrated criteria for evaluating employees on system performance management (Performance Management System).
• Interface transparency: employees know the criteria – how to measure – data taken from where.
• The system should allow for feedback 2 dimensional dashboard in real-time.

Step 5: Trial – improvement – standardized according to the cycle

• Running test criteria sets, with a small parts (pilot) in 1 quarter.
• Get feedback from staff, management, analysis spots cause difficulties.
• Improvements in cycle, quarterly or semi-annually to ensure the criteria are always updated according to the change of business environment business.

Remember: evaluation criteria is not a tool to “review the crime” which is the foundation to development, training, capacity building organization.

4. Evaluation criteria need to change in the context of business are switch number?

Not only measuring the results – which measure the behavior process

In the past, business-only reviews based on the output. But the process of allowing noted:

• One-step operation which
• How much time
• Can manipulate wrong or loop no

→ Thanks to that, the evaluation becomes more comprehensive, fair, transparent.

Need tracking system transparent, accurate

Can't beat the price of the standard if missing data. Business need:

• System log the entire operation
• Dashboard KPI automatic updates
• Warning system violations (SLA deadline)

Need to integrate evaluation criteria in the process of commissioning

Instead of rating the end of the quarter, the business should:

• Mounting criteria into the step by step work
• Allows managers to view real-time performance, violate
• Automatically reminds staff when close to limit or manipulate wrong

5. Manual deployment criteria evaluate the effectiveness with LV-DX Dynamic Workflow

LV-DX Dynamic Workflow is the foundation management and automation 100% process, help businesses build system personnel evaluation based on real data instead of feeling. With LV-DX Dynamic Workflow, businesses can:

• Attached evaluation criteria in step by step process: deadline, results, behaviour
• Automatic recognition manipulation of each personnel to scoring KPI, attitude, and compliance
• Integrated assessment personnel real-time, transparent, no need for synthetic crafts

If your business is in the construction phase solution process of the integration of evaluation criteria into the system right from the start with the foundation as LV-DX Dynamic Workflow will significantly save cost, shorten the deployment time.

6. Errors frequently encountered when building criteria for evaluating employees and how to overcome

7. FAQ – answer frequently asked questions about criteria for evaluating employees

Question 1. Criteria for evaluating employees may need different according to departments not?

→ There. Each department has goals, different procedures should own criteria. However, should still keep a general assessment to the ministry of culture.

Question 2. How long should update the evaluation criteria?

→ Minimum every 6 months, especially when the business has changed about the process or strategy.

Question 3. Small businesses need the evaluation criteria basically not?

→ As small as need to clear system to optimal staffing. You can start from these basic criteria, expanding gradually.

Question 4. Can build a set of criteria or need expert advice?

→ Business could build if there is understanding of the operation of. However, should refer to specialist when system deployment workflow, or integrate multiple departments.

Question 5. Have any software support employee evaluation automatically?

→ There. Some systems such as LV-DX Dynamic Workflow built-in features attached evaluation criteria in the process of tracking, real-time, export the dashboard.

In the course of digitization operation, human is the center of every process. A criteria for evaluating employees clear, transparent, attached to the digital system not only helps businesses properly measure, reward, right, kick right, but also create a culture of data – where people are active, improvement, progress.

Moreover, integrated sets of criteria, this system process management LV-DX Dynamic Workflow not only help to assess the performance but also become leverage long-term growth.

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