Criteria for evaluating work

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The manager sets out the criteria for evaluating the employee's work, the employee gives himself a rating (how well, in his opinion, he coped with his duties in the first months). Then the manager gives an assessment based on the same criteria.

At the meeting, we discuss all these points personally, paying special attention to those parameters where the assessment of the manager and the employee does not coincide.


Poll 360

We conduct a 360 survey in advance among colleague jordan consumer email list s and subordinates (if this is a management position) on the comfort and quality of the new employee’s work.

Feedback from colleagues helps to identify the employee's strengths and weaknesses, highlights subtle points. We always ask the employee about his comfort, whether he likes everything, whether he needs help with anything.

As a result of the communication, a specific task plan is issued, which must be completed before the next assessment with the manager. The plan is usually based on the issues for which low marks were received in the first part, comments from colleagues and, of course, the employee's personal wishes. Then, this format of communication takes place once every six months or quarter.


Evaluation of work comfort and professional goals

A block of questions dedicated to what makes up an employee's comfort at Completo, what keeps them in our company, what can influence their departure, and how this can be fixed.

This is an honest dialogue, within which the manager tries to set up business processes in the team to the highest level, and the HR manager thinks about what should be changed or added to the corporate culture.