{"id":8420,"date":"2022-11-09T12:20:33","date_gmt":"2022-11-09T15:20:33","guid":{"rendered":"https:\/\/teamguide.app\/blog\/?p=8420"},"modified":"2023-03-10T16:36:59","modified_gmt":"2023-03-10T19:36:59","slug":"o-que-e-avaliacao-de-desempenho-180-graus","status":"publish","type":"post","link":"https:\/\/teamguide.app\/blog\/o-que-e-avaliacao-de-desempenho-180-graus\/","title":{"rendered":"Saiba o que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus e veja um passo a passo r\u00e1pido para implement\u00e1-la com seguran\u00e7a"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Voc\u00ea realmente sabe o que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus e entende como deve implement\u00e1-la na empresa?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Preparamos este guia para deixar voc\u00ea preparado para usar essa ferramenta incr\u00edvel que mostra a performance dos colaboradores.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Continue a leitura e saiba mais!<\/span><\/p>\n<p><b>Leia tamb\u00e9m: <\/b><a href=\"https:\/\/teamguide.app\/blog\/diferenca-entre-avaliacao-de-desempenho-180-e-360\/\"><b><span style=\"color: #0000ff;\">Diferen\u00e7a entre a avalia\u00e7\u00e3o de desempenho 180 e 360 graus: 3 fatores que ajudam voc\u00ea a decidir qual usar com o time<\/span><\/b><\/a><\/p>\n<h2><b>O que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A avalia\u00e7\u00e3o de desempenho 180 graus \u00e9 um<\/span><b> recurso para entender a performance de um determinado profissional <\/b><span style=\"font-weight: 400;\">na empresa. Ela \u00e9 um de v\u00e1rios <\/span><a href=\"https:\/\/teamguide.app\/blog\/tipos-avaliacao-desempenho-organizacoes\/\"><span style=\"font-weight: 400;\">tipos com o mesmo objetivo<\/span><\/a><span style=\"font-weight: 400;\">, mas a sua din\u00e2mica \u00e9 \u00fanica.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Na pr\u00e1tica, ela tem como avaliadores dois atores:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">o l\u00edder imediato que preenche um formul\u00e1rio;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">o pr\u00f3prio colaborador, por meio de uma autoavalia\u00e7\u00e3o.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Dessa forma, a avalia\u00e7\u00e3o de desempenho 180 graus vai al\u00e9m das mais tradicionais, em que apenas o gestor \u00e9 quem avalia, para <\/span><b>incluir o ponto de vista do avaliado<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h2><b>Qual \u00e9 a import\u00e2ncia da avalia\u00e7\u00e3o de desempenho 180 graus?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Todas as <\/span><a href=\"https:\/\/teamguide.app\/blog\/tipos-de-avaliacao-de-desempenho-90-180-e-360-graus\/\"><span style=\"font-weight: 400;\">avalia\u00e7\u00f5es de desempenho<\/span><\/a><span style=\"font-weight: 400;\"> s\u00e3o <\/span><b>ferramentas poderosas<\/b><span style=\"font-weight: 400;\"> para entender os pontos fortes e fracos do pessoal e para fornecer <\/span><b>insumos <\/b><span style=\"font-weight: 400;\">que servir\u00e3o para a cria\u00e7\u00e3o de <\/span><a href=\"https:\/\/teamguide.app\/blog\/acoes-para-plano-de-desenvolvimento-individual\/\"><span style=\"font-weight: 400;\">a\u00e7\u00f5es de desenvolvimento<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A avalia\u00e7\u00e3o de desempenho 180 graus, em especial, traz <\/span><b>diversos benef\u00edcios<\/b><span style=\"font-weight: 400;\"> para a empresa e para o colaborador.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Veja alguns deles a seguir.<\/span><\/p>\n<h3><b>1. Aproxima a lideran\u00e7a de seus liderados<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Para que o l\u00edder possa avaliar um colaborador, ele precisar\u00e1 estar <\/span><b>atento a sua performance e acompanh\u00e1-lo <\/b><span style=\"font-weight: 400;\">rotineiramente em suas fun\u00e7\u00f5es. Isso proporciona mais contato direto entre os dois e trocas de informa\u00e7\u00f5es que ser\u00e3o fundamentais para o bom funcionamento da empresa.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Al\u00e9m disso, a discuss\u00e3o de resultados pode acontecer com a presen\u00e7a dos dois em uma <\/span><a href=\"https:\/\/teamguide.app\/blog\/o-que-e-one-on-one\/\"><span style=\"font-weight: 400;\">reuni\u00e3o one-on-one<\/span><\/a><span style=\"font-weight: 400;\">. Dessa forma, haver\u00e1 <\/span><b>di\u00e1logo e aproxima\u00e7\u00e3o <\/b><span style=\"font-weight: 400;\">entre o l\u00edder e seu liderado.\u00a0<\/span><\/p>\n<h3><b>2. Fortalece a seguran\u00e7a psicol\u00f3gica<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Saber o que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus \u00e9 tamb\u00e9m entender que ela proporciona <\/span><b>espa\u00e7o para o colaborador se posicionar.<\/b><span style=\"font-weight: 400;\"> Afinal, ele preenche uma autoavalia\u00e7\u00e3o onde demonstra a sua vis\u00e3o enquanto profissional.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Portanto, essa \u00e9 uma excelente oportunidade para fortalecer a <\/span><a href=\"https:\/\/teamguide.app\/blog\/seguranca-psicologica-1\/\"><span style=\"font-weight: 400;\">seguran\u00e7a psicol\u00f3gica<\/span><\/a><span style=\"font-weight: 400;\"> na empresa. Mesmo que o foco seja no colaborador, durante a reuni\u00e3o de feedback de resultados, o avaliado ter\u00e1 a chance de <\/span><b>justificar <\/b><span style=\"font-weight: 400;\">seus pontos fracos, <\/span><b>propor melhorias<\/b><span style=\"font-weight: 400;\"> em alguns processos e<\/span><b> indicar o que precisa<\/b><span style=\"font-weight: 400;\"> para melhorar a sua performance.<\/span><\/p>\n<figure id=\"attachment_3847\" aria-describedby=\"caption-attachment-3847\" style=\"width: 770px\" class=\"wp-caption aligncenter\"><img fetchpriority=\"high\" decoding=\"async\" class=\"size-large wp-image-3847\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/tecnologia-para-rh-experiencia-colaborador-1024x719.jpg\" alt=\"o-que-e-avaliacao-de-desempenho-360-graus-seguranca-psicologica\" width=\"770\" height=\"541\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/tecnologia-para-rh-experiencia-colaborador-1024x719.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/tecnologia-para-rh-experiencia-colaborador-300x211.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/tecnologia-para-rh-experiencia-colaborador-1536x1078.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/tecnologia-para-rh-experiencia-colaborador-2048x1438.jpg 2048w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><figcaption id=\"caption-attachment-3847\" class=\"wp-caption-text\">A avalia\u00e7\u00e3o de desempenho 180 graus proporciona seguran\u00e7a psicol\u00f3gica ao dar espa\u00e7o para o colaborar expor seus pontos de vista.<\/figcaption><\/figure>\n<h3><b>3. Gera resultados assertivos<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Quando voc\u00ea leu nossa defini\u00e7\u00e3o do que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus, deve ter percebido que ela <\/span><b>n\u00e3o traz resultados unilaterais<\/b><span style=\"font-weight: 400;\">. Na verdade, s\u00e3o dois pontos de vista. Da\u00ed o termo \u201c180 graus\u201d.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Dessa maneira, ao <\/span><a href=\"https:\/\/teamguide.app\/blog\/como-calcular-notas-avaliacao-de-desempenho-180\/\"><span style=\"font-weight: 400;\">calcular o resultado<\/span><\/a><span style=\"font-weight: 400;\">, voc\u00ea ter\u00e1 a m\u00e9dia de dois formul\u00e1rios que se complementam a partir de vis\u00f5es diferentes.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ao encontrar<\/span><b> grandes discrep\u00e2ncias <\/b><span style=\"font-weight: 400;\">nas avalia\u00e7\u00f5es, \u00e9 importante investigar o motivo at\u00e9 chegar a uma conclus\u00e3o plaus\u00edvel para elas existirem.\u00a0<\/span><\/p>\n<h2><b>Como fazer a avalia\u00e7\u00e3o de desempenho 180 graus?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Agora voc\u00ea j\u00e1 sabe o que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus e as vantagens que ela traz para a organiza\u00e7\u00e3o. Mas sabe <\/span><a href=\"https:\/\/teamguide.app\/blog\/como-fazer-a-avaliacao-de-desempenho-180-graus\/\"><span style=\"font-weight: 400;\">como implementar<\/span><\/a><span style=\"font-weight: 400;\"> essa ferramenta?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Se voc\u00ea tem algumas d\u00favidas, n\u00e3o se preocupe. Temos um <\/span><b>passo a passo pr\u00e1tico<\/b><span style=\"font-weight: 400;\"> abaixo para ajudar voc\u00ea nessa tarefa. Confira!<\/span><\/p>\n<h3><b>1. Escolha o m\u00e9todo<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Existem diversos <\/span><a href=\"https:\/\/teamguide.app\/blog\/metodo-de-avaliacao-de-desempenho-180-graus\/\"><span style=\"font-weight: 400;\">m\u00e9todos de avalia\u00e7\u00e3o de desempenho<\/span><\/a><span style=\"font-weight: 400;\">. Eles demonstram como os avaliadores apresentaram as suas respostas e orientam o modo de c\u00e1lculo de resultados. Veja alguns deles:<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><b>Escolha for\u00e7ada: <\/b><span style=\"font-weight: 400;\">frases prontas para serem escolhidas.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><b>\u00a0Escala gr\u00e1fica: <\/b><span style=\"font-weight: 400;\">graus de performance, como \u201c\u00f3timo, bom, regular, ruim\u201d.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><b>Por compet\u00eancias: <\/b><span style=\"font-weight: 400;\">verifica\u00e7\u00e3o de compet\u00eancias t\u00e9cnicas e comportamentais.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><b>Por objetivos: <\/b><span style=\"font-weight: 400;\">verifica\u00e7\u00e3o do alcance de metas estabelecidas.<\/span><\/li>\n<\/ul>\n<h3><b>2. Elabore os formul\u00e1rios<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Feita a escolha do m\u00e9todo, \u00e9 hora de elaborar os formul\u00e1rios. Eles precisam ser <\/span><b>objetivos, simples e de f\u00e1cil interpreta\u00e7\u00e3o<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nesse sentido, evite ambiguidades e revise as quest\u00f5es quantas vezes achar necess\u00e1rio.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aqui, vale um <\/span><b>teste piloto <\/b><span style=\"font-weight: 400;\">com uma dupla de l\u00edder e liderado para encontrar os problemas dos formul\u00e1rios.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nossa dica extra \u00e9 <\/span><b>adaptar a linguagem <\/b><span style=\"font-weight: 400;\">de cada um deles. Por exemplo, na autoavalia\u00e7\u00e3o, d\u00ea prefer\u00eancia a <\/span><b>verbos na primeira pessoa<\/b><span style=\"font-weight: 400;\">, como \u201cuso\u201d, &#8220;pratico&#8221; e \u201csei\u201d. J\u00e1 no formul\u00e1rio do gestor, prefira \u201cusa\u201d, \u201cpratica\u201d e \u201csabe\u201d.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essa \u00e9 uma forma de aproximar os formul\u00e1rios dos avaliadores e torn\u00e1-los mais significativos para quem l\u00ea.\u00a0<\/span><\/p>\n\t\t<div data-elementor-type=\"page\" data-elementor-id=\"9203\" class=\"elementor elementor-9203\" data-elementor-post-type=\"elementor_library\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-081227f elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"081227f\" data-element_type=\"section\" data-settings=\"{&quot;ekit_has_onepagescroll_dot&quot;:&quot;yes&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"make-column-clickable-elementor elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-aa7bf7a\" style=\"cursor: pointer;\" data-column-clickable=\"https:\/\/teamguide.app\/blog\/materiais-gratuitos\/ebook-engajamento-avaliacoes-de-desempenho\/\" data-column-clickable-blank=\"_blank\" data-id=\"aa7bf7a\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;gradient&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t<div class=\"elementor-background-overlay\"><\/div>\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-401d1dc elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"401d1dc\" data-element_type=\"section\" data-settings=\"{&quot;ekit_has_onepagescroll_dot&quot;:&quot;yes&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-6101891\" data-id=\"6101891\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-7b93aeb elementor-align-left elementor-widget elementor-widget-button\" data-id=\"7b93aeb\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-size-sm\" role=\"button\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">EBOOK GRATUITO<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5f40de8 elementor-widget elementor-widget-text-editor\" data-id=\"5f40de8\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.23.0 - 15-07-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t4 pilares do engajamento de l\u00edderes e colaboradores no processo de Avalia\u00e7\u00e3o de Desempenho\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b00eb72 elementor-widget elementor-widget-text-editor\" data-id=\"b00eb72\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\tUm guia  com conhecimento te\u00f3rico e pr\u00e1tico para conduzir processos de Avalia\u00e7\u00e3o de Desempenho inclusivos e de alto impacto.\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6a4f133 elementor-widget elementor-widget-button\" data-id=\"6a4f133\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/teamguide.app\/blog\/materiais-gratuitos\/ebook-engajamento-avaliacoes-de-desempenho\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">QUERO LER AGORA!<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5b7cc9b elementor-widget elementor-widget-image\" data-id=\"5b7cc9b\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.23.0 - 15-07-2024 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"176\" height=\"32\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/logo_teamguide_176.png\" class=\"attachment-large size-large wp-image-12628 lazyload\" alt=\"\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/logo_teamguide_176.png 176w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/logo_teamguide_176-150x27.png 150w\" data-sizes=\"(max-width: 176px) 100vw, 176px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 176px; --smush-placeholder-aspect-ratio: 176\/32;\" \/><noscript><img decoding=\"async\" width=\"176\" height=\"32\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/logo_teamguide_176.png\" class=\"attachment-large size-large wp-image-12628\" alt=\"\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/logo_teamguide_176.png 176w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/logo_teamguide_176-150x27.png 150w\" sizes=\"(max-width: 176px) 100vw, 176px\" \/><\/noscript>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-dd3eb2f\" data-id=\"dd3eb2f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1aa6748 elementor-widget elementor-widget-image\" data-id=\"1aa6748\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/teamguide.app\/ebook-engajamento-avaliacoes-de-desempenho\/\" target=\"_blank\">\n\t\t\t\t\t\t\t<img decoding=\"async\" width=\"346\" height=\"403\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img.png\" class=\"attachment-large size-large wp-image-9205 lazyload\" alt=\"\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img.png 346w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img-258x300.png 258w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img-150x175.png 150w\" data-sizes=\"(max-width: 346px) 100vw, 346px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 346px; --smush-placeholder-aspect-ratio: 346\/403;\" \/><noscript><img decoding=\"async\" width=\"346\" height=\"403\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img.png\" class=\"attachment-large size-large wp-image-9205\" alt=\"\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img.png 346w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img-258x300.png 258w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_avaliacao_desempenho_img-150x175.png 150w\" sizes=\"(max-width: 346px) 100vw, 346px\" \/><\/noscript>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t\n<h3><b>3. Prepare a equipe e aplique os formul\u00e1rios<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Imagine que um gestor chega na empresa e anuncia que uma avalia\u00e7\u00e3o ser\u00e1 aplicada naquele exato momento. Os colaboradores, ent\u00e3o, se desconcentram de suas atividades, perdem os prazos do dia e ainda precisam lidar com ansiedade e medo.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Percebe como <\/span><b>isso s\u00f3 traz problemas <\/b><span style=\"font-weight: 400;\">para a empresa e para a <\/span><a href=\"https:\/\/teamguide.app\/blog\/dicas-de-saude-mental-no-trabalho\/\"><span style=\"font-weight: 400;\">sa\u00fade mental<\/span><\/a><span style=\"font-weight: 400;\"> do time?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ent\u00e3o, n\u00e3o fa\u00e7a da avalia\u00e7\u00e3o de desempenho uma prova surpresa de escola. \u00c9 importante <\/span><b>falar dos benef\u00edcios da ferramenta<\/b><span style=\"font-weight: 400;\">, como ela \u00e9 aplicada, al\u00e9m de estabelecer datas para ela.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A partir disso, aplique a avalia\u00e7\u00e3o em <\/span><b>ambientes sem muitas distra\u00e7\u00f5es<\/b><span style=\"font-weight: 400;\">. Desse modo, o processo ser\u00e1 muito mais tranquilo e os resultados ser\u00e3o mais reais.\u00a0<\/span><\/p>\n<h3><b>4. Ofere\u00e7a feedback<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Com os resultados em m\u00e3os, \u00e9 preciso dar feedback para o colaborador. Isso pode ser feito, principalmente, de duas maneiras:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">com a presen\u00e7a do l\u00edder, <\/span><a href=\"https:\/\/teamguide.app\/blog\/avaliacao-de-desempenho-180-quem-e-avaliado\/\"><span style=\"font-weight: 400;\">do avaliado<\/span><\/a><span style=\"font-weight: 400;\"> e do gestor de RH;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">com a presen\u00e7a do l\u00edder e do avaliado, em reuni\u00e3o one-on-one.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Se optar pela segunda alternativa, prepare o l\u00edder para que ele pratique escuta ativa e ofere\u00e7a feedbacks construtivos.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Para saber mais sobre feedbacks construtivos, assista ao v\u00eddeo a seguir:<\/span><\/p>\n<div class=\"ast-oembed-container\" style=\"height: 100%;\"><iframe title=\"Como dar um Feedback Construtivo - Fa\u00e7a isso e tenha sua equipe na m\u00e3o\" width=\"500\" height=\"281\" data-src=\"https:\/\/www.youtube.com\/embed\/8IFibIdYC5c?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" class=\"lazyload\" data-load-mode=\"1\"><\/iframe><\/div>\n<h3><b>5. Crie a\u00e7\u00f5es de desenvolvimento<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A partir das conclus\u00f5es que chegarem na reuni\u00e3o de feedback, pense em<\/span><b> a\u00e7\u00f5es de desenvolvimento<\/b><span style=\"font-weight: 400;\"> que far\u00e3o o colaborador <\/span><b>extinguir os pontos fracos<\/b><span style=\"font-weight: 400;\"> encontrados em uma pr\u00f3xima avalia\u00e7\u00e3o.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">O <\/span><a href=\"https:\/\/teamguide.app\/blog\/plano-de-desenvolvimento-individual-exemplo\/\"><span style=\"font-weight: 400;\">Plano de Desenvolvimento Individual<\/span><\/a><span style=\"font-weight: 400;\"> \u00e9 uma \u00f3tima ferramenta para isso, pois ela orienta o profissional a seguir alguns passos para a sua melhoria comportamental e t\u00e9cnica.<\/span><\/p>\n<h3><b>6. Analise o processo para ajustes<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Por fim, analise todo o processo da avalia\u00e7\u00e3o para encontrar erros e dificuldades. A ideia \u00e9 entender <\/span><b>como tornar a ferramenta melhor <\/b><span style=\"font-weight: 400;\">para a sua organiza\u00e7\u00e3o.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Voc\u00ea pode fazer isso pedindo feedback ao avaliado e ao avaliador, listando os pontos positivos que encontrou e os negativos que percebeu.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Depois, basta<\/span><b> fazer os ajustes no pr\u00f3ximo ciclo<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Gostou do conte\u00fado?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Agora voc\u00ea sabe o que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus e pode come\u00e7ar a <\/span><b>planejar a implementa\u00e7\u00e3o <\/b><span style=\"font-weight: 400;\">da ferramenta.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nossa \u00faltima dica \u00e9 o uso de <\/span><b>ferramentas tecnol\u00f3gicas <\/b><span style=\"font-weight: 400;\">que facilitem o seu trabalho. Saiba que, com <\/span><span style=\"color: #0000ff;\"><b>TeamGuide<\/b><\/span><span style=\"font-weight: 400;\">, voc\u00ea poder\u00e1 aplicar a <\/span><a href=\"https:\/\/teamguide.app\/avaliacao-de-desempenho\/\"><b><span style=\"color: #0000ff;\">avalia\u00e7\u00e3o de desempenho<\/span><\/b><\/a><span style=\"font-weight: 400;\"> de forma automatizada e ainda gerar relat\u00f3rios inteligentes que facilitar\u00e3o a sua interpreta\u00e7\u00e3o de resultados.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Incr\u00edvel, n\u00e3o \u00e9 mesmo?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Visite o nosso para saber mais e converse com um de nossos especialistas, que explicar\u00e1 para voc\u00ea <\/span><a href=\"https:\/\/teamguide.app\/\"><b><span style=\"color: #0000ff;\">como usar a avalia\u00e7\u00e3o de desempenho a partir de uma plataforma de gest\u00e3o de pessoas fant\u00e1stica<\/span><\/b><\/a><span style=\"font-weight: 400;\">!<\/span><\/p>\n<p>&nbsp;<\/p>\n<div id=\"highlighter--hover-tools\" style=\"display: none;\">\n<div id=\"highlighter--hover-tools--container\">\n<div class=\"highlighter--icon highlighter--icon-copy\" title=\"Copy\"><\/div>\n<div class=\"highlighter--icon highlighter--icon-change-color\" title=\"Change Color\"><\/div>\n<div class=\"highlighter--icon highlighter--icon-delete\" title=\"Delete\"><\/div>\n<\/div>\n<\/div>\n<div id=\"highlighter--hover-tools\" style=\"display: none;\">\n<div id=\"highlighter--hover-tools--container\">\n<div class=\"highlighter--icon highlighter--icon-copy\" title=\"Copy\"><\/div>\n<div class=\"highlighter--icon highlighter--icon-change-color\" title=\"Change Color\"><\/div>\n<div class=\"highlighter--icon highlighter--icon-delete\" title=\"Delete\"><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>O que \u00e9 avalia\u00e7\u00e3o de desempenho 180 graus e o que voc\u00ea precisa fazer para implement\u00e1-la e descobrir pontos fortes e fracos de colaboradores.<\/p>\n","protected":false},"author":4,"featured_media":8426,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","footnotes":""},"categories":[46],"tags":[51],"class_list":["post-8420","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-desempenho","tag-avaliacao-de-desempenho"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>O que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus e vantagens<\/title>\n<meta name=\"description\" content=\"O que \u00e9 avalia\u00e7\u00e3o de desempenho 180 graus e o que voc\u00ea precisa fazer para implement\u00e1-la e descobrir pontos fortes e fracos de colaboradores.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/teamguide.app\/blog\/o-que-e-avaliacao-de-desempenho-180-graus\/\" \/>\n<meta property=\"og:locale\" content=\"pt_BR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"O que \u00e9 a avalia\u00e7\u00e3o de desempenho 180 graus e vantagens\" \/>\n<meta property=\"og:description\" content=\"O que \u00e9 avalia\u00e7\u00e3o de desempenho 180 graus e o que voc\u00ea precisa fazer para implement\u00e1-la e descobrir pontos fortes e 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