“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
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