Nowadays, people pay more attention to statistics than ever. Thanks to specific tools you can measure almost everything. Managers spend a great amount of time analyzing the data they’ve gathered on competition and on their own company. They try to increase the efficiency of the business by focusing on the employees’ performance. Why is the employee’s performance so important, though?
What exactly is Employee’s Performance?
Employee Performance is a measurement of how well an employee executes his duties and tasks. Each employee’s performance should be measured separately The performance of each employee should be measured. It’s an indicator of employees’ value for your company. Each and every person you hire is a very significant investment for the company. It’s a cost that has to have a high ROI, otherwise hiring a specific specialist will turn out to be a bad move.
How to measure it?
First, you have to know what do you want to measure. Performance is a very broad term. You can measure one’s efficiency, quality of job, consistency, trust, personality, and atmosphere one creates in a workplace. Measuring efficiency is quite easy. It’s numbers. How many tasks does one accomplish in a day/week/month? Were there any tasks left unfinished? How long did it take to fulfill the job? What’s the average time spent on one task? Consistency is simply efficiency through a long period of time. You should be comparing specific measurements to see if there’s a decrease or maybe increase in the work done.
The last three aspects are not so easily measured. Trust is connected to consistency. It’s the belief that one will finish the task before the deadline, and that he will do so with every (or at least most) goal you will give him. The personality and atmosphere are also important but very hard to measure. One of the things you can do is to interview the team members or other co-workers about their colleagues. Ask them about their opinion and comments about him/her.
How to evaluate it?
The best way to evaluate performance is to compare it with employees in a similar position in our company or to analyze the same period of time of the same employee’s work results. You should bear in mind when comparing months/weeks that they may differ from one another. For instance, comparing 2020 with previous years is totally pointless, as COVID-19 has changed a lot. The other way of evaluating is simply asking other people about their opinion on the employee.
How to make it better?
First, you have to conduct regular one-on-one meetings between the employee and the direct supervisor to brainstorm. That’s the best way to receive and give feedback. You should also inform interested parties that there is going to be such a meeting every few months. Think about scheduling such a conversation quarterly, so the employee knows when to expect it. That way you’ll see if the upcoming date changes his attitude or whether the numbers stay at the same level. You can also start using dedicated tools for Employee’s Performance like our special feature. In the end employees’ performance depends on creating the best possible conditions for one to develop and to work in. If you don’t provide the best you can’t expect the best.
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