Measuring and tracking employee performance is an increasingly recognised way of optimising productivity and improving an organisation's effectiveness. Its key goal is to provide the overall structure for planning and analysing activities of each person, in the context of the business as a whole. In other words, to align worker and department goals to those of the company.
Regular monitoring allows you to track the performance of individual staff members and look at its influence on the business’s goals. You will be able to spot gaps in your worker pool that need to be filled. Its objectivity and accuracy will reduce the negative subjective element of appraisal, as well as help determine promotions, bonuses, pay rises and other rewards.
The most obvious reason why the staff fails to meet expectations is that they actually don't know what's expected from them. You cannot expect people to know what you’re thinking and rarely anyone can complete unknown and unexpressed requirements. This means that the performance management system needs to have the commitment of management and be implemented from the top down.
Performance management starts with the senior executives linking their goals to the enterprise’s strategic objectives and so on, cascading down through each person in the company. Objectives should always come with metrics – give team members a way to benchmark their own progress.
Measuring work quality starts with immediate manager appraisals. Managerial appraisal, whether it is annual, bi-annual or a monthly one, should be kept subjective, assigning a worker a rating in terms of both potential and performance. This will help identify where to up-skill, promote and course-correct.
Another efficient way to measure the quality of work is through 360-degree feedback. This means asking peers, customers, managers, and subordinates for feedback on particular areas of performance, or even a specific project. For instance, if your employees work with customers, you can use customer review apps for tracking employee performance by comparing such reviews with each other.
In the end, remember that workers thrive on continuous feedback, addressing strengths as well as weaknesses. Notice and comment on staff performance. Encourage feedback – as a two-way process that allows workers to seek help. Create an environment where persons feel secure to ask how they’re doing.
Companies use numerous software solutions for real-time feedback. Such solutions enable employees to report on their progress toward particular objectives and request input from their managers or peers. Managers can track their employee’s progress and have it presented in a clear and concise way with the help of graphs, reports, and charts. Integrating this kind of solution into your day-to-day activities offers various benefits on multiple levels:
Employing a time-tracking system, however, can be a bit tricky. Give your employees time to get familiar with the app and make sure they understand its benefits, not just for the company as a whole, but also for their personal growth and development. Ensuring that your employees know about and take full advantage of all the relevant functionality is also important.
This isn’t only about money or promotion, but also about sending a message to a worker about their value. Staff members should understand that, when each person makes a similar contribution, it has an equal likelihood of being recognised. Although bonuses, salaries, and benefits are fundamental within any recognition and reward system, think about this in broader terms – gifts, certificates, hand-written letters, weekend breaks, and public praises are also different types of rewards.
Tracking and measuring employee’s performance is not a goal by itself – it is about helping everyone improve and succeed. If your key objective is employee satisfaction, retention, and development, you're on the right tracks.
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