Productive employees are indeed the blood of any organization, but also it is essential to measure the employee performance in the business to enhance productivity. The measurement also gives the clear idea whether the recruits understand the expectations and goals of the organization. It is imperative for companies to monitor and evaluate to reinforce employee performance appraisal continuously.
“You can’t improve what you can’t measure.”
Many of us feel the proverb inadequate when it comes to performance management. People are more than just a pool of data and teams have more work to do than to dig themselves in measuring the employee metrics. Employees as well, alongside the company, require tangible value and data to be guided by corrective actions. Measuring the employee performance indeed will help you to know where the team will stand.
How to improve employee performance?
1. While reviewing employee performance, there are 3 main questions to be asked:
- Does the team member effectively accomplish all the assigned tasks?
- Do the member’s behavior and attitude towards his work positively affect the environment?
- Does the member make use of the resources efficiently?
2. How effective are your employees as per productivity and quality?
Measure by the positive side:
- Amount of work done in an hour
- Amount of communication he or she has made
- Amount of service provided to clients and customers
- How many leads they could turn into customers
- How many customer support issues they have resolved
- What their feedbacks are from the client or customer end
and by the negative side as well:
- How many employee queries were passed on to others for resolving
- How many services calls proved to be unsuccessful
3. Employee performance evaluation for goals and objectives
When the goal is about quality, ‘management by objective’ works wonders. With this technique, you can sit down with team members and then set goals via conversations that allow them to speak how they can improvise for themselves.
The goals can be abstract, or specific and it is important to mention that the personal goals should get tied up with organizational ones so that the employees remain dedicated to their assigned responsibilities and job roles. The process of monitoring their performance must be clear to them as well so that there occurs no confusion or discrepancy.
The metrics that are to be analyzed:
- Hat amount of critical jobs were met
- What amount of secondary tasks were completed
- What amount of goals were unattainable
The answer to this analytics will fetch the result of accurate employee performance. These measurements help in setting future goals.
4. Measuring employee work performance with ‘employee effectiveness.’
Measuring performance of the employee does not always make sense. If your employee team drives in the result, then counting the sick days can be futile, even with the job roles that are timing and location sensitive.
The examples of measuring attendances are:
- Number of days checked in late
- Frequency of absence
- Loss of working days due to the absence
5. Measuring through time management
Measuring the role of employees in an organization through time management is also useful. When a project is divided across the team, the time management skills are calculated through missed deadlines, completion time with the help of specific tools. The time management analysis can be performed on a monthly basis.
6. Measuring through employee improvement
Many organizations estimate the number of training programs that are attended by the employees in 1 year. The metrics work by gauging the increase in the productivity of the employees when employee performance review takes place. If the productivity rate is 10% more than the previous performance, it is considered an excellent indication.
7. Measuring through innovation and initiative
Well, these attributes are indeed difficult to measure as ideas of innovation can come from any direction. The measurement can be carried out through subtle hints like making a small suggestion for improvising on the work process or also making a grand gesture like the entire restructuring of the project. Also, solving any work conflict can prove to be of immense benefits for employees to gather good scores.
This measurement does not have to be quantifiable. Qualitative data can also be of immense help for memory lacking where they can ask others about any such significant instances to be proud of.
Make the most out of employee performance
The managers and authorities can try the rubic performance management process to analyze the employee conduct:
- Always choose the right metric tool to evaluate the performance of the team. You can use software like People Goal, Trackstar, Testofy, Small Improvements and so on…
- Try the 360-Feedback to assess the performance of the team members. This software works well for evaluating values and helpfulness of the employees and the feedback from peers, in this case, can also be available.
- Drive away the hassle of monthly performance, make the performance evaluation a task of every day. The daily ranges can give a clear picture of the performance and hence, the improvements can be done quickly.
- Whatever the figures are, never fail to communicate them to your teams so that they can focus on what is essential and how they can improve on their tasks.
- Create customized formulas for analyzing your employee information, such that the comparisons and calculations are uncomplexed and lucid to understand.
Alongside the internal technical processes, taking client-surveys also benefit a lot. If your organization lacks the infrastructure, then worry not, online assessment websites are there to help you with the most dependable figures and data for quick decision making.