Employee performance is often viewed as separate from organization business goals. This is a siloed way to view performance. Instead of viewing them separately, treat employee performance as a leading indicator of your organization’s performance against its business goals. If your people are excelling, so will your business. Here are five ways you can measure employee performance, and motivate and retain your top talent.
Employees should always understand where their performance ranks against themselves, their peers and the organization. Asking employees to self-evaluate is a great way for employees to get honest with themselves and their manager about how they are doing and can often lead to:
Self-evaluation is a great way to introduce employees to a constant performance management cycle and for employers to begin to measure employee performance from a first person perspective.
Whether an employee is a high performer or underperforming, setting milestones for that employee to help them reach the next “stop” on their career journey helps
Performance milestones can range in size and scope. It could be completing a big project on time, or it could be gathering skills or experience to earn a promotion. Milestones provide data points for organization, or even departmental performance tracking.
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As you establish milestones for your employees’ careers, be sure to map those goals and milestones to their employee performance. For example, if an employee wants to work towards a promotion (the goal), provide guidance to what they need to do in their day-to-day performance to achieve that goal. Mapping goals to performance:
Making the connection between day-to-day performance and what employees need to accomplish to achieve their longer term goals will keep employees motivated and on-track in between review cycles.
Tracking employee performance is great for employees and for teams, but understanding how your whole company is doing in terms of employee performance can help establish
The reason to measure employee performance and to file employee performance reviews is to understand holistically how your company is doing. Don’t forget to look at the whole company picture of performance.
Measuring employee performance should be a constant company initiative. No employee should have to wait until an annual performance review to get feedback from their manager or to understand how they are doing. Encouraging self-evaluation and rewarding exceptional performance are great ways to keep employee performance measurement top-of-mind throughout the year.
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