“Good performance measures enable employees to know how they are performing and also what changes or improvements they can make to improve their performance.”
- For each performance expectation, managers need to ask “How could quality, quantity, speed, timeliness, and/or cost effectiveness be measured?” The measurements need to actually measure and be relevant to the standard set for each performance expectation. If the element can’t be quantified and can only be qualified in subjective terms, the manager needs to ask: “Who could judge that the element was done well and what factors do they look for?”
- Also, managers must ensure that measurement and tracking is done routinely. The more frequently tracking is done, the more both the manager and direct report can stay on top of their performance efforts.
- Good performance measures enable employees to know how they are performing and also what changes or improvements they can make to improve their performance.
- Conscientious use of these three critical elements can make the employee review process less prone to such surprises as “distortion” – the sometimes-distorted views an employee has regarding their contribution or performance to the organization. To mitigate distortion, it is important to create a performance review process.