“You can’t improve what you can’t measure” and “what gets measured, gets done.”
Measuring your employees performances can often be challenging especially when it's tricky to obtain real tangible data to evaluate against. However, here we try to break down the main questions to ask, and the performance factors you need to know.
The main questions asked:
There are many factors to consider when trying to answer these main questions.
Some of the important ones are:
You could potentially to assess how effective the employee’s output is by asking:
Equally you could try measuring from a negative perspective by asking:
By doing regular performance reviews it gives employees the opportunity to improve regularly instead of annually.
Key areas to think about are:
A few questions worth asking are:
By answering the above questions you will gain a more accurate measurement of your employee’s performance. The results can also help set future goals. Weekly meetings with staff are a great way to keep on top of set goals helping to sort through problems early on.
Measuring attendance only makes sense if the role is time sensitive such as being a customer services adviser. However, if your company is results driven then this may not apply so much.
Some example measurements for attendance are:
In a lot of roles, time management is a very desirable skill. With employees dividing their time effectively across their projects, employers can measure their time-management skills by calculating the percentage of missed deadlines, turnaround time or how quickly they complete tasks. Project management software like Asana, Jira, Podio and Trello will help with this.
Organisations aim to measure the success of training programs there employees attended annually. It’s a good idea to try and measure the results of the training sessions by measuring their performance before and after the session. This can be done by measuring their performance rating in one skill before and after relevant training. If an employee’s recent performance metrics are 10% higher than they were previously, it’s a positive indication that the training was effective.
Historically these qualities can be difficult to measure as innovation can come in a variety of forms. Large or small gestures can often make a considerable impact on their performance or the companies as a whole.
An employee who always has new ideas will obviously gain attention but its important to track small improvements your team has made also.
You don’t always need quantifiable data when trying to measure these two as numbers won't always be able to capture what has been done.
There are several ways but here are some of the key bullet points to remember:
Although continually measuring employees performance can seem like a daunting task it often is the most effective way to build productive teams and a stronger more profitable company.
We hope you find this information helpful but please keep in mind that it does not constitute legal advice and we can not be held responsible for any inaccuracies or damages that may result
From an Employee Code of Conduct Policy to your Equal Opportunity Policy the importance of putting your policies down in writing should not be underestimated.
Learn moreHere are 8 essential checks employers should do before employment.
Learn moreSo you have found the best candidate for the role you’ve advertised for and now ready to offer them a role. There is however just one more hoop for them to jump through - the background check
Learn moreDiversity in the workplace should be more than just ticking a compliance box; it should be embraced because it can boost performance and create unique workplace cultures.
Learn moreHR is now at the heart of most businesses which makes it truly exciting for people entering into the profession, Lyndsay Moger discusses the various career paths that you can take and the skills you learn can be adapted and taken to any industry.
Learn moreIt’s that time of year again, the time of year that many an HR Manager dreads – the office Christmas party. For all of your seasoned HR professionals out there, you are probably already aware of the potential pitfalls – however for those of you who are perhaps unaware of the issues that could arise, we have put together this handy guide to ensure your Christmas party goes off with a bang… for all the right reasons!
Learn moreYou may have had your annual staff Christmas party this year. How was it? There are usually stories that staff like to share over the following days, and sometimes there’s work for the HR team to do as a result. Martin Botting of The Aldingbourne Trust explores how to avoid any drama.
Learn more