Performance Metrics Used by Employees
Measuring the performance of employees in an organization is not an easy task, but it is crucial to the growth of the company.
It is all about making sure that the employees are doing what they are supposed to, that they are doing it efficiently and that they are taking actions to enhance their performance.
Studying people is much more complicated than analysing tangible data. However, there are metrics that can be used to get a holistic idea about the effectivity, creativity and overall quality of employee performance. Some of these measurable performance metrics are:
Productivity is the most common yet the most important measure of employee effectivity. It reflects the quality of their performance by quantifying their output over a certain period of time.
This can include measurement of the number of units produced by the employees, the number of sales they facilitated, the number of leads they generated etc.
It can also keep track of the negative aspects of their performance in the form of the number of unsuccessful sales attempts, percentage of failure to solve customer complaints and so on. It is important to review these measures on a regular basis in order to incentivize the employees to improve their performance.
2. Goal Achievement
Managers often use an approach called “Management by objectives” to measure the quality of employee performance.
This approach is used to set specific or abstract goals or objectives for employees based on their capabilities first and then assess the employees’ ability to achieve those goals.
Managers need to hold regular meetings with the employees to allow them to understand what they are expected to do and to make note of any issues to be addressed and improved upon.
Attendance is not an important performance metric for organizations or task groups that are results-driven, but it is essential for those that consist of location-sensitive and/or time-sensitive roles.
For example, poor employee response rate can lead to poor customer experiences, which can be detrimental to the business. Hence, it is important to track any absenteeism, tardiness or the consequences of such poor attendance for each employee.
4. Time Management
Employees often have to deal with a number of projects at once and so, they need to be able to divide their time amongst these projects effectively, making sure that not one of them is neglected.
This skill of time management can thus be measured by the time taken to complete tasks, turnaround time, the number of missed deadlines and so on.
Managers need to review these measures on a yearly basis while also monitoring their performance to ensure that they do not miss any important deadlines between projects.
Organizations can conduct a number of training programs to help employees develop or improve their skills.
And managers can measure this improvement by reviewing their skills based on their post-training performance in comparison to their past performance. By rating the skills acquired or intended to convey through the training sessions, the managers can determine if the training was effective in enhancing their performance.
Measuring the innovative initiatives taken by employees requires qualitative assessment rather than quantitative data as is the case for the most other metrics.
Managers can take notes of the subtle suggestions made by employees or the grand initiatives to reconstruct projects and applaud such practices. Doing so will encourage employees to demonstrate their fresh ideas and enable managers to further track improvements.
In conclusion, measuring employee performance provides a comprehensive idea about the overall position of an organization.
Understanding and reviewing these dynamic performance metrics can help the managers to push the employees to evolve as the company grows. Hence, this article should act as a guide to remind you what to look out for when managing employee performance.