How To Measure Your Employee Performance

Posted on May 1 2015 - 7:53am by Editorial Staff


As an employer, it is not only your duty, but also a necessity to review your employees’ performance from time to time. A timely review not only helps you appreciate the good work done by your employees, but also helps you  spot performance drops quickly and make necessary amends where required.

There are many methods by which you can review your employee performance. The common ones include asking managers to review their subordinates, but the new style of doing this would be to seek a 360 degree feedback about your employees. Here’s how you should measure your employee performance to get maximum information.

Quantity as a metric

If your line of work involves producing something, then quantity becomes an important metric. Given that two employees have the same working conditions and resources, the one who has a larger output in terms of quantity must be appreciated for his work. So, in such a simple scenario, the number of units produced by the employee is the best way to judge his performance.


However, not all work is good work and if you would like to judge the performance, you can introduce some quality control measures into your workflow that will give you a better idea of overall performance. If work produced by a certain worker creates more problems downstream due to the inadequacies in it, then his ability to generate more output can be more damaging than the lesser output of other workers. A well planned quality control system only will be able to measure your employee performance.

Adherence to company policy

Whether your employee values the aims and objectives of the company can be judged by his adherence to company policies. If an employee believes in the company objectives, he will comply with company policies that promote healthy work atmosphere such as punctuality, regularly reporting to work, work ethics, etc. however, a disgruntled or distracted employee with refuse to comply with company policies and such behavior will not only impact his own work output but also others around him.

Creativity at work place

While all your staff comes to the office and probably even works during weekends, the ones showing a spark of creativity at work must be appreciated and rewarded during their performance reviews. This creativity could address anything, the boredom in the afternoons, and quicker workflow within the office or probably even sharing of the lunch space in a way where nobody needs to wait.

Any creativity applied to resolve this or similar issues in the workspace will reduce frustration at work and improve work productivity of all employees. It is important that such selfless effort is not left unnoticed by employers.

360 degree feedback

Once you have scored the employee on the above points, it is time to seek a 360 degree feedback for his work. Unlike old age performance reviews, where the supervisor held all the cards to employee appraisals, a 360 degree review involves seeks feedback about employee from his superiors, subordinates, peers and even members from outside the organization that he/she may deal with.

He provides an overall picture of the employee in terms of his approach, his insights, his abilities at work and can also shed light on any wrong doings that might be missed in a traditional review. A 360 degree feedback lets you assess an employee thoroughly and rewards his/her overall performance.

About the Author

Editorial Staff at I2Mag is a team of subject experts.