Take time during this stage to ensure that you get a complete and well-rounded review of the individual's performance to provide a solid foundation for improvement plans.

Without proper evaluation of an individual employee’s performance, you may waste valuable time and effort implementing improvement plans that don’t begin to tackle the real problem. Performance reviews can be daunting, for both employees and managers – but they’re a necessary starting point. Keep these performance metrics in mind when conducting individual employee performance reviews. Do they work independently or do you feel that you often have to step in? Do they consistently display company values? Are they punctual and present to the expected standard? High-performing employees can be trusted with autonomy and continue to produce strong results without much supervision. Trust and consistencyĪsk yourself if you trust your employees to do all their work to a high standard and deliver it on time. Looking at how much employees accomplish in an average week, month or quarter, how does this match up to your expectations? Are deadlines met, vastly improved on, or is time wasted? Are corners being cut to produce work quickly? Efficiency is the result of maximum output at least cost so this is vital to be aware of within your company.

Are employees putting in maximum effort to ensure high-quality results? Are performance objectives being met? Quality of work provides the basis to analyse all other elements of their performance.

Standard of work produced is a key indicator of performance. Every role is different so the metrics used to measure employee performance will ultimately depend on the type of business the company and employees operate in.īut in general, the main ways to gauge performance are: Quality of work

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