Monitoring Performance: What’s the Point?

monitoring performance

The Point of Monitoring Performance against Objectives

Imagine this: It’s your performance appraisal meeting. As you enter the room you find your manager frantically scrabbling in her drawer trying to find copies of the performance objectives you last agreed – 12 months ago. She finds the objectives, blows off the dust and you both stare at them blankly. Has that ever happened to you?

Many managers I know do some excellent work agreeing performance objectives with their staff then … nothing. Clearly once managers have agreed performance objectives they then need to agree with their staff how they are going to go about monitoring performance against those objectives

Why?

Monitoring Performance = Effective Measures

Because research tells us that clear objectives with effective measures can improve performance by over 30%? Well here’s the part about ‘effective measures’ (and it’s impossible to measure performance without monitoring performance)

Monitoring Performance = Effective Performance Feedback

Also by effectively monitoring performance managers gather the information they need to give feedback which is;

• Accurate

• Objective

• Balanced

The type of feedback that staff tell us they want more of, because they find it constructive and motivational, and which improves performance

Monitoring Performance = A Valued Staff Member

Also, by monitoring performance, managers demonstrate to their staff member;

• How important they consider their staff member’s work to be

• How much they value their staff member’s contribution to the business

After all, why would a manager you bother monitoring staff performance if they didn’t think that performance was valuable? I guess they wouldn’t. When managers monitor performance they pay attention to their staff’s work and that, in itself, is motivational

Monitoring Performance – What Does It Actually Mean?

Monitoring performance is a structured, planned activity where both the manager and the staff member collect examples and samples of their actual performance for comparison against the agreed performance objectives

And a quick word about what monitoring isn’t – it isn’t about checking every bit of the staff member’s work or about following them around. It’s about collecting examples and samples

Monitoring Performance – a quick summary

The skill to effectively monitoring performance is to:

a) Identify a range of easy to use, practical monitoring methods

b) Involve the staff member in monitoring their own performance

c) Design and implement a structured monitoring plan

 

Would you like to learn – in just 10 minutes – some new strategies for monitoring employee performance?

monitoring performanceThen why not take a look at my Kindle book ‘A step-by-step guide to easily and effectively 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

 

 

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