Be fair when evaluating temporary workers

Be fair when evaluating temporary workers

December 16, 2020

It pays to set up the right evaluation system, even for temporary workers, whether they are freelancers, interns, or part-time employees. Only the right evaluation approach can assure that they will get the appropriate financial reward and motivation, and that you will have high-quality and reliable people who will want to regularly cooperate with you in the long run.

How and why not

Traditional questionnaires and performance reviews are not suitable in this case because employees do not work in just one team with one manager. In addition, managerial evaluations are subjective, often too formal, and usually take place once every six months to a year. They show little about the current situation. A five-star rating is not versatile and detailed enough. It is way more effective to evaluate continuously, ideally after each finished job, with a system that allows settings that are specifically based on your needs.

Try out rating

Rating is a number (for example, from 0 to 100) that reflects a worker’s attendance, reliability, and experience. It automatically increases with each well-finished shift and decreases when the worker breaks the rules or does not reach the required standard.

It’s one hundred percent transparent for both you and your employee. Workers are motivated by the rating system because it determines their salary, and is also one of the main criteria to be able to apply for jobs that require more skills and experience. For you, the rating system is a guarantee of the reliability, skills and quality of your workers.

Custom rating

In order for the rating to work the best for your company, it is essential to set parameters according to which the rating is determined. Will the initial rating number be the same for everyone? How sensitive should the rating system be to breaking the rules? Do you want to impose fines? Does a progressive rating make sense in your field - the higher the rating number, the easier / more difficult the evaluation points are to be deducted? Does the expression of punctuality, reliability and quality of an employee by one number suit you, or would you rather rate attendance differently? The initial setup takes only a moment and pays off in the long run. The right rating system can handle any combination, just tailor it to your needs.

Is automatic evaluation enough?

Rating points are assigned or deducted automatically after each job, so it is maximally objective and fair for both parties without unnecessary paperwork. On the other hand, it also allows for the possibility of manual adjustment by a team leader, manager or administrator. They can increase or decrease rating points for exceptionally good or bad performance, commitment, and other qualities. However, they must always explain the change in detail so that the evaluation is still transparent and factual.

Rating system benefits in short

  1. It is objective. No more meaningless formulations and subjective evaluations from managers. The rating system does not depend on how your manager woke up.
  2. It reflects the current situation. Thanks to the combination of rating and feedback, you have a constant and clear overview. You will get a concrete, dynamically changing picture of the current situation and performance of your workers.
  3. It is adjustable. Thanks to the initial setting of parameters, you will get a tool that directly meets the needs of your company.
  4. It is motivating. The rating system is not reflected in finance only. A higher rating gives employees access to more qualified and interesting work. You will immediately see who has the will to grow professionally.
  5. It is simple. With the rating system, you do not waste time on unnecessary administration. Just click a few times and the rest will be arranged automatically for you.

Take a look at other non-traditional tips on how to motivate properly

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