People Assessments 101 📝👥
Published: 2023-11-20 15:29:04

Hi 👋🏻, in this guide I want to take you through what you need to focus when you are doing a people assessment, but first let's understand what's `people assessment` mean 😂?

simply People Assessments refer to systematic evaluations or reviews conducted by an organization to gauge the performance, capabilities, and potential of individuals within their workforce. These assessments aim to provide insights into an employee's strengths, weaknesses, skill sets, and overall contributions to the organization. 

By utilizing various evaluation methods such as performance appraisals, 360-degree feedback, skill assessments, and behavioral analysis, People Assessments assist in identifying areas for improvement, recognizing achievements, facilitating career development, and making informed decisions related to promotions, training, or restructuring within the company. 

The primary goal is to ensure that employees align with organizational goals, foster continuous improvement, and support individual growth and development within the workplace. 

to do such meeting you need to focus on some verticals. will try to explore with you these verticals of the this meeting 

> These steps are not necessarily the healthiest thing in the world, but in reality they are what I do and are only a reflection of my experience in this regard 🤷🏻‍♂️.

## Assessment Verticals 

### Initial Meeting Approach

- **Welcome & Introduction:** Initiate with a warm welcome and introduction. 🤝
- **Understanding the Company and Role:** Gather information about the company and their exact role for context. ℹ️

### Dealing with Complaints and Evaluations

- **Address Complaints:** Pay heed to any team complaints or feedback about the previous lead. 🗣️
- **Thorough Evaluation:** Focus on all points raised and discuss them comprehensively. 📊
- **Highlight Positives:** Emphasize strengths and acknowledge achievements before diving into areas for improvement. 👍

### Handling Negative Feedback

- **Discussing Weaknesses:** Tactfully discuss areas of improvement or weaknesses. 🔄 also you need to show trust and incase of listening different message you need to show trust to him/her (important)
- **Listening and Validating:** Ensure attentive listening and validate their thoughts and reasons. also worth to show empathies and emotions when you talk👂 
- **Solution-Focused Approach:** Shift to a solution-oriented mindset rather than dwelling on issues. 💡

### Problem Resolution and Action Items

- **Collaborative Problem Solving:** Encourage the person to propose solutions, offering guidance as needed. 🤝
- **Responsibility for Solutions:** Encourage ownership of action items by the individual. 🎯
- **Follow-up Mechanism:** Define a clear follow-up mechanism for action items, preferably in subsequent meetings. 📆
- **Promises** I mean the word exactly but what exactly this mean 😂 simply don't promise with stuff out of your hand like salary for example, promotion, etc 

### Personal Development and Future Goals

- **Understanding Aspirations:** Inquire about their goals and areas they wish to develop. 🌟
- **Crafting Development Plans:** Explore the potential for creating a development plan or scheduling specific meetings to address these goals. 📈
- **Action Plan:** make sure he/she is the one who put / contribute his/her action plan don't put it your self also put a small timeline to it and it's ok to revisit and change it if needed. 

After exploring these vertical so the question now is how I conclude this meeting? every one to one meeting I do I split it into different slots with a very clean agenda which conclude 
 
## Meeting Agenda 🗓️

- **Ice Breaker:** Establish rapport and comfort at the beginning. ❄️
- **Purpose Clarification:** Clearly define the objective of the meeting. 🎯
- **Positive Feedback:** Commend positive aspects observed. 👏
- **Addressing Concerns:** Tactfully discuss identified areas for improvement. 🤔
- **Solution Discussion:** Collaborate on potential solutions to the identified issues. 🤝
- **Action Points:** Outline actionable steps to rectify the problems. 📝
- **Action Plan Follow-up:** Establish a plan to track and follow up on agreed-upon actions. 🔄
- **Meeting Closure:** End the session on a positive note, summarizing action items and next steps. 🎬

### Additional Action Points 📌

- **Onboarding:** Ensure proper onboarding with necessary tools and comprehensive information. 🚀
- **Learning Curve:** Focus on minimizing the learning curve through training courses. 📚
- **Adaptability Courses:** Offer resources on digital adaptability and change resistance. 💻
- **Time Management:** Consider training on time management and task prioritization. ⏰
- **Resource Allocation:** Allocate additional resources based on task prioritization. 💼
- **Knowledge Transfer:** Plan knowledge transfer sessions with other teams. 🧠
- **Document Sharing:** Emphasize the importance of sharing relevant documents for better collaboration. 📎


## Use-Case: 

**Performance Review Meeting for Farida at Mentomz 🖥️📈
**

### Context

As a Team Leader at Mentomz, a software company dedicated to innovative solutions, your responsibility is to oversee the team's performance. Farida, a team member, has received concerning feedback. This meeting is to address specific concerns and improve Farida's performance.

### Meeting Objective

To discuss Farida's performance concerns highlighted in the email, provide feedback from the recent performance review, and establish a plan for improvement.

### Participants

- **Team Leader:** You (Team Leader at Mentomz) 👨‍💼
- **Team Member:** Farida 👩‍💻
- **Observer:** Mohamed Elzanaty (Farida's Team Manager) 👨‍💼

### Agenda

1. **Welcome and Introduction**:
   - Introduce the purpose of the meeting and set a positive tone. 🌟

2. **Review of Specific Incidents**:
   - Discuss the incidents raised in the email regarding project collaboration and incomplete tasks. 💬

3. **Performance Review Discussion**:
   - Share feedback from Farida's recent performance review provided by the previous team lead.
   - Acknowledge Farida's strengths and discuss areas for improvement. 📊

4. **Identifying Development Areas**:
   - Explore Farida's approach to teamwork, adherence to outdated processes, and lack of recent software updates. 🔄
   - Emphasize the importance of collaborative work, adapting to new methods, and staying updated on technological advancements. 💡

5. **Creating an Improvement Plan**:
   - Set clear objectives and action steps for Farida's development. 🎯
   - Suggest utilizing updated software tools and staying informed about the latest industry trends. 🚀

6. **Team Collaboration and Support**:
   - Encourage Farida to actively support team members during project timelines. 🤝
   - Highlight the benefits of teamwork and collective success in software development. 🌐

7. **Feedback and Support Mechanism**:
   - Establish regular feedback sessions to track progress and ensure continuous improvement. 🔄
   - Offer support and resources for Farida's professional growth in software development. 📈

8. **Company Overview and Culture Reinforcement**:
   - Briefly discuss Mentomz's commitment to innovative software solutions and its progressive culture. 🌐

9. **Closing and Next Steps**:
   - Summarize key discussion points and outline actionable steps. 📝
   - Schedule follow-up meetings to monitor progress and extend support. 📅

### Background Information

[Mentomz](https://www.mentomz.com/) is a software company dedicated to cutting-edge technological solutions and a culture of innovation. This performance review meeting with Farida aims to align her contributions with Mentomz's ethos of innovation and continuous improvement in software development.

That's it, please don't forget to leave a comment with your feedback

thanks for reading 😉