3. Quality metrics
Quantity metrics are useful when you want to get a basic idea of employee productivity and how much work people are doing, but you also need to have a way of measuring the quality of that output.
One way to go about this is to introduce dedicated processes for measuring the number of defects or errors that appear in key products and services. If this number is unacceptably high or is consistently increasing, you'll know you have a quality problem that needs addressing.
Measuring defects or mistakes is likely to be trickier for service providers than it is for firms that make a physical product. If you offer a service, you could find that an effective gauge of quality is your net promoter score (NPS): an indicator of client willingness to recommend you to others. A strong NPS could indicate that your service is performing well and meeting customer expectations.
4. Management appraisal
Employee appraisals conducted by line managers are a well-established feature of the workforce assessment landscape. Regular performance reviews have become so familiar to many workers that there's a risk of them being seen as redundant and counterproductive.
But management-led appraisals can be highly useful if they're used in the right way - reflecting not only the interests of the business and what it hopes to learn about its workforce, but also the professional goals and priorities of your staff.
One of the most important steps you can take to modernize and improve your performance appraisals is to adopt a forward-thinking approach that links the process to organizational and individual goals.
Inviting members of the workforce to conduct evaluations of their own performance can lead to some interesting insights, because employees often provide thoughts and perspectives on their work that might not occur to their managers.
It's not unusual for employees to take a more critical, analytical view than their superiors when it comes to evaluating their own conduct and results.
Outcomes from staff self-assessments can be combined with the results of objective appraisals to give a more comprehensive view of employee performance, based on similarities and discrepancies between the various accounts.
The insights and conversations that come out of this process can unlock valuable benefits in terms of staff development and the company's understanding of its workforce.
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