An accurate assessment of an employee’s competencies can provide a bevy of helpful information that simplifies the professional relationship. Managers as well as coworkers must understand that personal skill sets will vary from person to person in the professional environment. This will make it difficult to corral an accurate individual assessment without taking multiple factors into account. Measuring an employee’s competency requires an objective evaluation that is performed in a results-based manner.

Step 1.


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Instate a relevant scaled system for all employees. Organizing the process of evaluation is the first step to objectification of each employee on a level playing field. Creating a form that will allow you to scale your employees’ competencies on each predetermined task will help you keep an accurate record of each person. Oftentimes, the form will have categories of measurement such as production, emotional stability, problem solving, interaction with others and functionality. These are typically followed by subcategories that are job-specific and more in-depth to provide greater detail.

Step 2.

Scale each response on the created evaluation. It is important to place separate value on each category of assessment and the level of each response to properly objectify and measure each assessment. You should have responses that offer the most detailed measurement possible. For instance, providing an assessment range of good or bad will not give as much detailed information as a scale that allows for responses of excellent, great, good, fair, poor and nil in each assessment category.

Step 3.

Facilitate an objective assessment environment. Most companies already have an employee evaluation system in place that happens on an annual or semiannual basis. As a manager, avoid alerting employees that they are being evaluated, as this will not provide the most honest account of competencies. Frequently judge each employee’s performance over the expanse of the time allotted for your company’s evaluation process. You will be able to gather a more accurate measurement of what an employee is doing rather than their potential by performing your objective assessment this way.

Step 4.


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Test each employee after making your objective observations. Now that you have an accurate account of what each employee does, it is time to assess their ability. Providing your employees with assigned tasks or projects that you feel will challenge them can help give you an example of their strengths, potential and weaknesses.

Step 5.


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Provide positive feedback to your employees. After you have tallied the evaluation form, providing feedback to each employee privately and directly will help coach each person to improvement. You should only initiate this process after personally detailing the strengths and weaknesses of each employee individually. Be direct in your approach when informing each employee of areas of improvement they should make.


Providing a time line and itinerary of steps toward improvement for employees will let them know what to expect.