You Can’t Manage What You Don’t Measure
What does it look like to have an employee evaluation program that actually improves employee engagement and performance, without wasting time, resources, and alienating your staff? This week, we begin a short series of posts looking at essential features of successful employee evaluation programs.
First up, analytics.
Any performance management system worth its salt will have analytics. But does yours (or the one you’re considering) have analytics that actually mean something and arm you with actionable insights?
At a minimum, you need to know which employees are performing at standard or optimum levels, and which are falling behind.
That requires a way to collect data and easily access reports on:
- Employee self assessments
- Formal and informal performance observations
- Evidence documentation
To that end, your employee evaluation software should enable you to do the following:
- Conduct evaluator and staff comparisons
- Reveal strengths and weaknesses
- Gather and use information for professional development
- Identify trends across the organization, departments, and other filters
- Use data for learning, coaching and mentoring
That data shouldn’t overwhelm you, nor generate more questions than answers. Rather, it should provide clarity and enable you to both examine your organization as a whole and drill down on a component so you can provide effective feedback. After all, the goal for any employee evaluation exercise is to solve problems, not drag your productivity or corrode your staff’s goodwill and motivation.
In the following weeks, we’ll review other essential features of an effective performance evaluation program.
In the meantime, we’ve put together a Comprehensive Buyer’s Guide to help you discern and make wise decisions about your employee evaluation software. Take a moment to fill out the form below to download our guide and ensure your investment is a profitable one: