How to Measure & Evaluate Your Employee Performance


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A performance review is an important occasion that allows both employee and manager to establish realistic goals and expectations for the near future. Objective and healthy feedback will help your employee grow and contribute more to the company. Managers often tend to sugarcoat problems out of hesitation or wanting to avoid unpleasant situations. While it may be important to maintain good working relationships, you will harm both your business and the employee by not being candid and open. If you do not discuss problem areas and work out their solutions, the problems will only fester and become larger with time. During a review, focus on both the positive and the negative aspects of the employee's performance and bring out areas where improvement is required. You should also set goals and expectations for the future.

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How to Measure & Evaluate Your Employee Performance

  1. 1. How to Measure & Evaluate Your Employee Performance Ali Asadi, MBA, MA(IT) Author, Business Consultant Join My Page to Download the eBook For Free Facebook:
  2. 2. IntroductionA performance review is an importantoccasion that allows both employee andmanager to establish realistic goals andexpectations for the near future. Objectiveand healthy feedback will help youremployee grow and contribute more to thecompany.
  3. 3. Measuring PerformanceIt is important to have objective, quantifiablecriterion to measure performance.Typically, these fall into areas ofquality, quantity, and time.
  4. 4. QualityConsidering Quality of work, you could bemeasuring and discussing the following factors:_Customer satisfaction and feedback_Any complaints_Work output that must be redone (in percentageterms)_Peer perception of job performance_Adherence to procedures_Budget management_Attitude and behavior_Percentage of leads that result in sales_Consistency of quality
  5. 5. QuantityWhen measuring Quantity, be careful to ensurethat the quantity of work or output isqualitatively sound. The gadgets that anemployee produces must be saleable. Sheerquantity without quality is only harmingyour business
  6. 6. TimeMeasuring Time-related issues is equallyimportant. Can you rely on the employee to getthings done on time? Does the employeecoordinate complex activities with peers andcustomers? Is the employee punctual? Doemployees place company welfare above theirown at least on some occasions?
  7. 7. Performance EvaluationIn essence, the evaluation process checks for three activities: 1) Job Accountability-How closely has the employee met the requirements of the job? 2) Goal Achievement-Assess whether or not the employee has met established goals. 3) Value added functions such as good communications, positive attitudes, extra activities to help the business.
  8. 8. Performance Review Session Decide a place and time for the review. Ensure you will not be interrupted during this period. Prepare yourself by reading the self-appraisal and the job description and being thoroughly familiar with both. Determine if any part of the job description needs to be changed for the future. Once the process is over, you complete the documentation and send it for employee certification. Remember that certification is not an agreement, and the employee can add any comments to the evaluation. The evaluation will be available to the employee after it is approved.
  9. 9. Read More! This authoritative volume on human resource management is highly recommended reading for the small business owners and HR professionals. Written by an acknowledged expert in all areas of business management , Managing Employee Performance is a well-organized guide to understanding this vitally important area of your business. Download the eBook: ref=Ali1353
  10. 10. Visit My PagesWebsite: www.aprofitmaker.comFacebook: +
  11. 11. Thank You! Ali Asadi