Five ways to monitor employee performance

Every company aims to maximize its workforce’s potential. To achieve this, it is crucial to monitor employee performance consistently. By using Computer Monitoring Software, you can recognize achievements, identify issues, and support employees in their development. Continue reading for our top tips on tracking employee performance.

Five tips for tracking employee performance

Ready to dive in? Here are our nine top tips for tracking employee performance this year:

Establish Clear Goals and Objectives for Each Employee

To effectively track performance, it is crucial to clearly define your expectations. This helps employees understand their targets and allows you to measure their success accurately.

Utilize the SMART framework when setting goals: Specific, Measurable, Achievable, Relevant, and Time-bound.

For example, a marketing manager aims to enhance the company’s social media performance. They establish a SMART goal for the social media manager: increase engagement on the primary channel by 10% per quarter by year-end. This goal is:

  1. Specific: It provides concrete details, including the channel and the objective (to increase engagement).
  2. Measurable: It includes a numerical target of 10% per quarter.
  3. Achievable: It can be accomplished through consistent paid and organic strategies.
  4. Relevant: It directly pertains to the social media manager’s role.
  5. Time-bound: It must be achieved by the end of the year.

Additionally, involving employees in setting their own goals boosts their motivation to achieve them.

Select Key Performance Indicators (KPIs) to Measure Success

Key Performance Indicators (KPIs) are quantifiable metrics that companies use to track progress toward their strategic goals. By selecting and monitoring the right KPIs over time, you can gain a comprehensive view of employee performance across your team or organization.

A well-crafted KPI should be concrete, measurable, and ambitiously achievable. The exact KPIs you choose will depend on your company’s strategic priorities. For instance, financial KPIs often include:

  1. Total Revenue
  2. Revenue Growth
  3. Net Profit
  4. Profit Margin

Additionally, you might set KPIs related to customer satisfaction, such as:

  1. Average Ticket Resolution Time
  2. Average Response Time
  3. Net Promoter Score (NPS)

Monitor performance year-round (not just during reviews)

In many organizations, employee performance is typically assessed only once a year during the annual review. However, this approach is not very effective for measuring and enhancing performance.

Instead, managers should consistently monitor performance throughout the year. A simple method is to create a performance file for each employee. Document instances when an employee completes a complex task, excel in their role, or makes a mistake.

By doing so, you can compile a comprehensive and accurate review when appraisal season arrives.

Provide Regular Performance Feedback

Regular feedback on performance is crucial for your employees’ growth. Offering timely feedback while the events are fresh in both of your minds is significantly more beneficial than waiting for the annual review.

By scheduling regular performance meetings, you not only offer valuable insights but also listen to your employees’ progress and challenges. This aggressive approach allows you to swiftly address any obstacles and reassess goals to ensure they remain relevant.

Handle Criticism with Care

Effectively assessing and tracking performance involves addressing issues when they arise. Often, employees may not be aware of problems until they are pointed out, making it crucial to bring these issues to light as the first step toward resolution.

However, delivering criticism requires finesse to avoid upsetting employees or diminishing their confidence. When addressing negative aspects, ensure your feedback is honest, relevant, and specific. Providing concrete examples and discussing the potential consequences of poor performance can help employees grasp the significance of the issue.

Importantly, focus your criticism on employees’ behaviors or actions rather than their personalities. This approach maintains professionalism and fosters a productive environment. If you find yourself struggling to articulate your feedback, consult our ultimate list of performance review phrases for guidance.