The originators of the ‘Balanced Scorecard’ Robert Kaplan and David Norton once famously said
‘What you measure is what you get’
I would say that the ‘what you measure is what you get’ theory applies equally to our employee’s performance
1. Because monitoring and measuring employee performance improves performance
Research tells us that clear objectives with effective measures can improve performance by over 30%. I’d say that’s just about as good a ‘what you measure is what you get’ argument as we are going to get!
2. Because monitoring measuring employee performance = effective performance feedback
By effectively monitoring employee performance so that you can measure that performance you gather the information you need to give feedback which is
The type of feedback that employee’s tell us they want more of, because they find it constructive and motivational, and which improves performance
3. Because effectively monitoring and measuring employee performance shows you value the employee
When you monitor and measure performance you demonstrate to your employee’s:
• How important you consider their work to be
• How much you value their contribution to the business
Why would you bother monitoring and measuring your employee’s performance if you didn’t think that performance was valuable? I guess you wouldn’t. When you measure employee performance you pay attention to your employee’s work and that, for most employees, is highly motivational
So how do we effectively monitor and measure employee performance?
I’d say it is just about impossible to measure performance without monitoring it because monitoring employee performance is all about gathering together examples and samples of your employee’s work for comparison against the performance objectives or standards you have agreed
In short, you gather the information you need to measure employee performance by monitoring employee performance
Here are few ideas on how to effectively monitor employee performance:
• Get clear on what you are actually monitoring (because you can’t effectively measure your employee’s performance without first agreeing what you are measuring that performance against – read how to use performance objectives to do this HERE)
• Identify effective monitoring methods (read more HERE)
• Plan the monitoring (read more HERE)
• Involve your employee in the monitoring (read more HERE)
• Learn how to monitor employee performance ‘on the hoof’(read more HERE)
Monitoring and Measuring Employee Performance Summary
I’ve already said that, in order to effectively measure performance, you have to agree what you are measuring performance against. You have to agree what effective performance looks like (because what else would you measure performance against?)
Would you like to learn – in just 10 minutes – some new strategies for monitoring employee performance?
Just like the ad – this 10 minute guide does just what it says it will do. A useful aid memoire prior to staff appraisals to remind me, as a manager, what I can do to make the process more effective and productive for staff and myself. Logically written, easy to read with relevant work place examples you can follow and relate to – would recommend.
You can check it out on Amazon (and try a sample) HERE