Measuring Performance

Hi All, 

I am looking at getting some ideas on how other companies measure their employees performance. My company is very broad with Consultants out in the field, as well as Product Development based in office and people working from home and travelling (sales). I wanted to see if anyone had any ideas on performance reviews and perhaps a more contemporary way of measuring performance? 

Any help you can give would be fantastic and thanks in advance to those who reply! :-) Happy Thursday! 

Regards.

Lorraine 

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Replies

  • Hello Everyone. 

    I must say this is really important conversation. Specially in getting different perspectives from different types of organisational structures.

    Teodora raised a very interesting point about getting feedback from an employee itself about their performance to be rated at one higher level at 2.

    I think whichever approach companies choose to practice either traditional (3 Staged) or more contemporary/continuous approach. It needs to include participation from the employee to get to know their feelings and expectations on how they are performing. This will give a different perspective as to how performance is measured.

    I may be giving most absurd argument, so please do not hesitate to correct me. Any feedback is more than welcome.

    Regards,

    Gull

  • Hi Lorraine

    In companies I have previously worked for we have had the traditional three stage approach where goals are set at the beginning of the year, reviewed mid way through and then an end of the year they achievement are assessed based on met expectations, exceeded expectations or did not meet.

    However I have just joined an SME and we are taking a very different approach. We do not have a formal process and the focus is on continuous feedback and assessment.  Managers and employees are encouraged to sit down every quarter to discuss achievements, set objectives which are directly related to either a day job, special project  or skills gap and discuss learning and development opportunities. Managers and employees have a simple 2 page form which guides them through the conversation and helps them document it.  The aim is to try and make the process as easy and meaningful as possible. 

    This does rely on managers having strong performance capability and we have used an external trainer to come in and provide training on setting objectives and having difficult conversations.

    I have yet to see this approach in action but it will be interesting to see how it compares with the more traditional approaches.

    Hope this helps.

    Elizabeth

  • Hi Lorraine, I am Teodora, I just joint the community.  I am not an expert on the subject but I would say that most of the companies measure their employees from the goals settings at the beginning of the year.

    So, if one of your goals where to Reduce Office Supply Cost by 20% by the end of the 2nd Quarter then at the of the year you will be measure of how you perform with respect to that specific activity.

     

    Rating definitions could be:

    1 = Far exceed performance expectations in most behaviors listed for each competency.

    2 = Exceeds performance expectations in most behaviors listed for each competency

    3 = Fulfills performance expectations in most behaviors listed for each competency

    4 = Generally meets performance expectations in some behaviors listed for each competency but has significant need for development in many of the behaviors.

    5 = Fails to meet performance expectations in all or most behaviors listed for each competency and has a significant need or development in most of the behaviors.

    N = Not rated.

     

    ** if you manage to complete your assignment as requested at the beginning of the year and supposed that I am your manager I will rate you 3 for having fulfills your assignment as requested but yet you can still ask for rate “2 “instead of 3 providing that you provide any other facts that prove that you merit to rated 2.

     Hope is what you were asking for???? If is not sorry.

  • Hi

    I have come across performance measured in many way from target setting for everything from absence %, training completed, accidents in their departments, employee engagement scores etc etc.  However the company I am currently consulting with stopped all that and each employee, no matter what grade, level or department has to fill out a standout achievement card, naming their top 3 achievements for the period being reviewed, which seems fairly simple, and goes down well with the employees.

    Regards

    Sarah

  • Hi Lorraine

    Great post and there must be some lurkers out there who have an answer to this one. 

    The phrase if you can measure it you can manage it springs to mind.  So we used to have performance measures around Health and Safety e.g. lost time injury rates, tottal recordable injury rates, Finances e.g. Earning before Interest and Tax, HR e.g. employee engagement scores very much along the lines of a balanced scorecard approach.

    The obvious sales targets for sales teams and we also had net promoters scores for customer advocacy both internally and externally.

    Hope this helps.

    Sarah

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