Aplicação de avaliação de desempenho e feedback para líderes de empresas terceirizadas

Abstract

This study addressed the application of performance assessment and feedback tools in outsourced companies in the agro-industrial sector, with the aim of reducing turnover, improving employee satisfaction and optimizing organizational productivity. Outsourcing, although it presents economic and operational advantages, brings significant challenges related to people management, such as demotivation, communication failures and misalignment between the expectations of the contracting company and the outsourced company. The general objective was to develop a customized performance assessment tool for the outsourced company in the agro-industrial sector, based on the perceptions and feedback collected in employee exit interviews, aiming to improve people management and improve the satisfaction of outsourced employees. To achieve this objective, a qualitative methodology was adopted, using exit interviews with employees who requested dismissal, allowing the identification of predominant patterns and causes for high turnover. The results revealed that factors such as lack of clear communication, absence of structured feedback, lack of continuous training and failures in post-feedback follow-up are determinants for employee demotivation and dismissal. Based on these findings, the implementation of a 360° performance evaluation tool was proposed, combined with regular structured feedback practices and follow-up sessions. In conclusion, it was found that the adoption of these practices can significantly reduce turnover, increase employee satisfaction and improve operational results. It is recommended that outsourced companies continually invest in development programs, transparent communication and an organizational culture focused on employee engagement and appreciation. This study contributes to a deeper understanding of the challenges faced in managing outsourced teams and offers practical solutions to address them in a sustainable manner.