Tracking Performance: 4 Ways to Support Employees

The best way to support employees in their jobs is to create an environment where they are measured and rewarded based on their performance. It increases employee retention when employees feel like they are valued for their contributions. You'll need to create systems that will track employee training and focus employees on a consistent goal.

Reviews on a Regular Basis

Employee reviews happen once a year or not at all in some companies. Instead of waiting for the end of the year for review, employees should have regular seasonal reviews to track their performance. While employers might not want to administer raises at each performance review, they can still track the progress of their employees. Everyone usually behaves when it comes down to review time.

Talk about the latest projects that didn't get finished on time, or praise them on the latest win in the sales department. It doesn't make sense to praise or criticize so far away from the event itself. If casual reviews are done more frequently, there is time to correct behavior too. Employees will feel supported and not ignored if their victories and hard work are acknowledged. According to Inc., one of the top complaints of employees is that employers don't give helpful feedback about performance.

Create Competitive and Rewarding Situations

Normally, you couldn't be further away from a game environment while at work, but adding gamification in the workplace will help motivate employees and increase productivity. Game mechanics can be used to engage workers and provide prizes and rewards based on their performance. While some employers will offer rewards for performance in the form of gift cards or gifts, employees want recognition, status or power. For example, leaderboards can build a light competition among employees for the top prize.

Not all gaming systems will work. There are some that may feel as if the employees are being watched and micromanaged. For instance, a company that takes customer complaints might not be able to use a gamification system to decrease wait times per phone call because the employees would have to be monitored too closely for compliance and rewards.

Regular Training and Schooling

When employees receive consistent training and incentives to attend classes, they're more qualified to do their jobs effectively. They'll be better focused and able to perform their duties. For example, many employers might find that bringing in a trainer for a program like Excel will give their employees knowledge to perform their jobs better.

Employees performance before, during and after training can be monitored to track progress and evaluate the process. Gaps in training should be noted for future reference too. The employee will be monitored, but the training itself can be monitored for success or failure. After training, employers can note changes in workers' behavior as well as any increases in productivity and sales.

Manage Expectations and Communicate

Employees feel discouraged and upset when their boss doesn't have clear expectations and communicate those objects about a project. For example, an employer may ask for a sales report by the end of the day without considering the work involved, or what the employee has on his or her plate already. Even worse, some employers might ask for that report without giving it a deadline at all. They'll expect it within an hour, but won't communicate that time limit. Employers should be giving workers tasks and deadlines with an eye towards the work they're already expecting on a daily basis. Employees should have the ability to come to the boss with problems or be able to explain why the deadline won't work. It'll help both employer and employee with future projects and deadlines too.

While the boss has to dictate work, drive employees and monitor them for success. It can be done in a way that values the employees' contributions and makes them feel appreciated.