How To Track Employee Performance To Boost Results

Keeping track of employee performance is beneficial for both parties:

1. Employees know what targets they have, what to work on, and what they’re achieving

2. Employers can set targets, compare them with business goals, and support employees in achieving their goals

But without a performance strategy and good communication, you could run the risk of two things:

1. Being too harsh, micromanaging and stressing employees out

2. Being too relaxed and leading to targets not being achieved and employees not being committed

Finding the right balance where targets are getting hit and employees feel supported is key for long-lasting productivity and results.

MAKE EXPECTATIONS CLEAR FROM EARLY ON

This starts even before hiring an employee. Being clear from the get-go as to what is expected of them helps potential candidates understand their responsibilities and whether they would be a good fit for the role. This isn’t to say that you scare them away because often, these things take time!

But, for employees you’ve already hired, it’s still important to remind them of your expectations. For instance, when there’s a project, communicate deadlines and the results you expect to come from it.

However, being clear on what to do isn’t where it stops. Giving them tools and an opportunity to ask questions. This not only helps the task get done to the best of their ability and without confusion, but it helps you to keep track of how the project is going. It allows you to see where they’re struggling, where they’re excelling, and how you can impart knowledge – therefore tracking performance.

HAVE 121 CATCH UPS

Whilst talking casually to your employees can be beneficial on a day to say, set up intentional meetings to talk to them about how they’re doing, one to one.

With this approach, you not only get the chance to talk more about their work performance and ways to improve, but you also build a stronger employee-manager relationship. You may wonder what this even has to do with employee performance, but these talks can greatly improve engagement levels and dedication to achieve targets.

A new study showed that 63% of workers feel unappreciated by their employer on a daily basis (Study Finds), leading to unengaged workers who aren’t too bothered about achieving their targets

These catchups aren’t just about tracking performance, they’re about tracking your employee’s wellbeing and satisfaction at work. This ensures they’re performing and also feel comfortable to come to you about their performance.

TRACK YOUR OWN PERFORMANCE AS A LEADER

As a manager or director of a team, you’re the leader and the role model. This means if you’re unable to adopt certain characteristics that support and inspire employee performance, you can’t expect them to perform to your standards.

69% of employees say they would work harder if they felt their efforts were better recognised (Zippia). This may come down to being an absent leader, or a leader that doesn’t see the value in appreciating their employees. Either way – it has a massive impact on their performance.

USE A TRACKING SOFTWARE

This isn’t to micromanage and watch your employee’s every move, but instead, it’s for tracking productivity metrics so you and your team can see where they’re at and what the targets are in a clear, structured way.

Especially as most companies are moving into hybrid working or even fully remote working, having somewhere to track your progress, give updates, or even log sales – if you’re working with a sales team – can save a lot of time for you and your team.

CONDUCT PERFORMANCE REVIEWS

These performance reviews effectively turn everything into certified knowledge for you and your team.

Whether you conduct them once a month, or once a quarter, it gives you solid information to turn into strategies to support your employee’s performance, whilst finding ways to improve your managerial skills.

- Written by Oliver Howson

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