Set Meaningful Employee Performance Measures
Set holistic measures to inspire employee performance.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Despite the importance of performance measures, most organizations struggle with choosing appropriate metrics and standards of performance for their employees.
- Too little time setting holistic employee measures often results in unintended behaviors and gaming of the system.
- Conversely, too much time setting employee measures will result in overreporting and underperforming employees.
Managers who invest time in creating more effective performance measures will be rewarded with increased employee engagement and better employee performance.
- Translate organizational goals to employee measures and communicate with employees and stakeholders.
- Keep better track of workforce productivity.
- Maintain alignment with the organization’s business strategy.
- Improve overall results.
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Module 1: Source and Set Goals
The Purpose
- Ensure that individual goals are informed by business ones.
Key Benefits Achieved
- Individuals understand how their goals contribute to organizational ones.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Understand how your department contributes to larger organizational goals. |
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| 1.2 | Determine the timelines you need to measure employees against. |
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| 1.3 | Set Business aligned department, team, and individual goals. |
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Module 2: Design Measures
The Purpose
- Create holistic performance measures.
Key Benefits Achieved
- Holistic performance measures are created.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Choose your employee measurement framework: generic or individual. |
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| 2.2 | Define appropriate employee measures for preestablished goals. |
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| 2.3 | Determine employee measurement weightings to drive essential behaviors. |
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Module 3: Communicate to Implement and Review
The Purpose
- Learn how to communicate measures to stakeholders and review measures.
Key Benefits Achieved
- Learn how to communicate to stakeholders and coach employees through blockers.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Learn how to communicate selected performance measures to stakeholders. |
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| 3.2 | How to coach employees though blockers. |
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| 3.3 | Reviewing and updating measures. |
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Module 4: Manager Training
The Purpose
- Train managers in relevant areas.
Key Benefits Achieved
- Training delivered to managers.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Deliver Build a Better Manager training to managers. |
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| 4.2 |
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