now available. Step into the future today!

The Best Tips to Boost Employee Performance

We have all faced it at some point in our lives. One salesperson is rude, unhelpful or indifferent and we don’t want to step into that store again — even when we love it. That’s the incredible power of client service. And that’s the cause businesses seek high and low for actionable steps to increase employee performance.

Too many businesses believe they’ve got employee performance evaluation covered, just because they practice the same, structured assessment each year. But, an employee performance review only once a year isn’t sufficient to estimate for how promptly the workplace, and staff, grow.

Instead, more quick and fair appraisals offer advantages like:

  • Better communication between supervisors and workers
  • A culture of self-evaluation and development
  • Raised knowledge of role expectations

To reap these advantages and more, it’s essential to learn what aspects of employee performance you require to measure, and how. And then you need to know how ongoing training can reinvigorate your worker’s performance evaluation plan.

Employee Performance VS Employee Productivity

Performance is more complicated than productivity.

For instance, most companies measure potency by output. You know, like how many units produced, sold, or remitted in a month. An indifferent or inexperienced employee can still be prolific, but much of their output may be shaky and inaccurate.

Holistic Employee Performance Evaluation

In a growing business, it’s important to know how to differentiate between productivity and performance. Here are a few other features you should include in your employee performance evaluations:

  • Interest — does the employee have a real passion for what they usually do?
  • Relationships and collaboration — does the staff work well with their team members?
  • The growth of mindset — is the worker willing to determine and make modifications to help their team and the company?
  • Motivation — what is both intrinsically and extrinsically driving this employee?
  • Different qualities — how does the worker separate themselves from others in their role, and is their different personality and skill set being leveraged adequately?

Often, performance reviews have also thought as an opportunity to criticize employees for slips. The problem is that, in the instance of yearly reviews, these slips may have occurred months ago, and have been ignored.

When performance reviews are far away, and few between, only the most recent behaviors are taken into reckoning. This phenomenon is called recency fallacy and can result in a fragmentary, and often incorrect, sense of employee performance.

To prevent this sort of mistakes, performance assessments require to happen both often and utilizing supportive performance evaluation tools, such as Management by Objectives (MBO) and 360 Degree Feedback.

Management by objectives

To find your goals, you’ll have to work with the employees to determine Key Performance Indicators (KPIs). Do this at the beginning of the quarter, and provide time for feedback on the KPIs themselves. This encourages employees to learn and to advance in the objects they commit to achieving. It’s essential to set productivity aims, like “answer 4000 tech support tickets per month”, but similarly important to set quality objects too, like “achieve a 90% satisfaction rating on customer surveys”.

360-degree feedback

Employees should never leave a formal employee performance appraisal feeling that their work evaluation is determined by their manager alone. Instead, fair and useful assessment take the perspectives of the employee, their peers, and customers into account.

You can get peer-feedback by conducting detailed surveys with at least two close colleagues, or a less comprehensive study to the bigger team. Make sure to examine the role of anonymity in such remarks, to assure honesty and clarity. Decide on regular metrics for these studies, and ask companions to evaluate specific features of each other’s performance.

Making It Effective

Wrong data is worse than no data, and can’t be used to make sound decisions. So how do you make sure that the KPIs you’ve set, and the metrics you’ve used to rate employee performance, are useful?

First of all, make your metrics different. For instance, don’t ask teammates to rate an employee against both their teamwork abilities and their collaboration skills in the same study. Be sure to evaluate and adjust these metrics after each review session. This is to ensure that they’re still joined with the organization’s different goals and the employee’s evolving role expectations.

Provide custom metrics (such as survey questions) that are tailored to each role. For instance, presentability may be necessary for the performance of front-desk personnel, but not software developers who usually work remotely.

Finally, ranking performance is only worthy if you can take action.

Improving Employee Performance

With management shifting their focus, and publications like Fast Company even likening new administration to coaching, managers are most likely to provide employees with chances and assistance to enhance performance.

Motivation is the key to worker performance enhancement, and training sessions can be time-taking and draining. This is where eLearning gives an engaging, more customizable platform for improving and training employee performance.

Employee performance training and evaluation are two sides of the same coin. So support your employees to address their performance breaks by giving them access to useful, fun training as the business grows. And if e-Learning can support you achieve this, make sure you pick the best.

Alma Reed is an author and researcher dedicated to enhancing productivity. He is deeply interested in areas like time management, increasing productivity, and fostering healthy routines. Through his writing, he aims to assist people in boosting their job performance and attaining an ideal balance between work and life.

Table of Contents

Related articles

Improves your team's productivity and conveniently manage all your work timelines

Sign up for free. No credit card required.