September 21, 2022
How To Track Employee Performance & Why You Should Do It
The best way to motivate your employees is to understand their needs and goals, and the best way to do that is by keeping track of their performance. If you’re not measuring employee performance, how do you know if they’re doing a good job? How do you know if they need help or who should get promoted?
This blog post will walk through the steps of tracking employee performance in your company and help identify ways to use it as an effective tool for improving overall productivity and morale within your business.
Determine Your Performance Goals
To track employee performance, you need to know what goals are being measured and have a clear understanding of each employee’s responsibilities. For example, if an employee works in accounting and is responsible for keeping track of sales receipts, their performance would be measured by how many dollars they collect each month or quarter. If this number seems low compared to other employees who have similar jobs, then you should investigate further as it could indicate that your customer service has been lacking or that there are other problems with your business’ financials.
In some professions like law enforcement or medicine, where mistakes can lead directly back into human lives lost or damaged beyond repair, it’s crucial that everyone understands exactly what’s expected from them when completing their duties so there aren’t any mistakes made along the way (or worse yet – legal consequences).
Communicate Performance Standards To Your Staff
The first step in tracking employee performance is communicating the standard of excellence. You need to make sure that your staff knows what you expect of them in terms of quality, quantity, and timeliness. This should be done through a written document describing the standards clearly and ensuring they are easily understood by all involved.
Next, make sure that the standards are measurable. If you want employees to have an active role in their performance management process, it is important for them to know exactly how well or poorly they’re doing on any given day or week (or month). Without this data available from an external source—like an app like ours—it’s easy for employees to dismiss feedback from managers as subjective opinion rather than objective fact-based judgment calls on what constitutes high-quality workmanship at your organization.
Implement A Company-Wide Performance Tracking System
A company-wide performance tracking system is a great way to ensure that you’re giving your employees the attention they deserve and helping them reach their goals. It also gives you a chance to give feedback on how things are going at work and ensure everyone is on the same page regarding expectations.
Here’s what you need to implement a company-wide performance tracking system:
- A way for employees to access their data (this could be a website or app) so they can see how they’re doing against goals or benchmarks
- A way for managers and others who want access to see this data as well (these people should be able to log into the same system as their employees.)
Providing feedback can be a tricky process. Like most employees, you probably don’t enjoy receiving negative feedback—but it’s an important part of your performance management process. The best way to make sure that your employee understands the feedback is by giving it in person and using objective data to support your criticism.
In addition to communicating with them directly, we recommend providing regular feedback on their performance and how they can improve over time. This will help keep them motivated and focused on reaching their goals—giving them something specific to work towards!
We hope we’ve inspired you to start tracking employee performance. It can be a great way to make your employees feel more engaged and supported by their employer, leading to higher productivity and better quality work. As we mentioned above: if one of your goals is improving workplace culture, consider using software that makes this process easier!
Disclaimer: The information provided on this blog page is for general informational purposes only and should not be considered as legal advice. It is advisable to seek professional legal counsel before taking any action based on the content of this page. We do not guarantee the accuracy or completeness of the information provided, and we will not be liable for any losses or damages arising from its use. Any reliance on the information provided is solely at your own risk. Consult a qualified attorney for personalized legal advice.