Companies have to make decisions based on employee performance and expected returns.
An easy-to-maintain HR portal can help solidify some decisions, but you’ll still have to prioritize specific performance metrics. There are no easy answers when it comes to hiring, and companies can make mistakes when letting workers go. By studying employee performance metrics, you have a higher chance of making the right HR decisions.
1. Work Quality
Work quality is possibly the most vital metric for any worker. Some workers are capable of doing a job in half the time of other workers – but that doesn’t mean that their actual work quality is better. The reputation that goes behind their work ethic is more important than the speed that it gets done. To make a quality assessment in this area, you’ll need full transparency on their personal value to the company.
2. Initiative
Initiative is a tricky metric to get right. The expression of initiative can be tracked, but it’s more important to tie it to actual job success. True assets in this category are original thinkers that are humble enough to keep up engagement when their ideas are declined. A good worker moves forward with other employees plans with the same gusto as their own.
3. Goal Setting
Engagement is needed from both the employee and manager to get proper goal setting metrics. This becomes especially important in team environments where each time has a grouped set of goals. By working closely with each time, you can find out the weakest and the strongest qualities of each worker. The bigger picture of these goals will show you which workers put their personal ambition over company objectives.
4. Growth
When the company provides training, some employees wait until the last minute to finish it. When the training isn’t mandatory, many will skip it altogether. An employee that seeks out training and is willing to grow will always be valuable to a company.
5. Attendance
Attendance is all about consistency with work. This employee’s presence is so consistent that the team is less effective when they’re away. This metric shows just how big of a difference maker the worker is in the overall machine.
6. Problem Solving
Tacking a problem correctly is an underappreciated quality. An employee’s ability to problem solve goes beyond their personal skills, but shows how willing they are to find a solution. That means seeking help after realizing when specific problems are beyond their personal skills. These are the workers that other workers count on to get a job done.
7. Communication
Communication can make or break the value of an employee. As a metric, it allows the company to see how well the worker gels with workers, clients and the company. There are a lot of variables with communication, so this metric has a chance to be flawed when the details are lacking. Treat the communication metric with priority, and you’ll find that the rest of the information is easier to follow.
Wrap Up
Take notice of your employee’s tendencies so that your metrics are put to good use. A data-driven approach to hiring is nice, but only makes up half the story. Employees are still people, and they need a workplace that nurtures their growth.