Measuring to Manage

Posted: Updated:

For most companies the first quarter of the year is employee evaluation time. It's been said that for most people giving a speech in public is one of their most dreaded fears. For most managers the most dreaded fear is giving an employee an evaluation. Most managers would rather be evaluated then to give an evaluation.

Evaluation-time should be the time when supervisors and subordinates sit down and go over past performance based on "measurable" goals and lay out future "measurable" goals for performance improvement.

When the economy was in a down cycle your company or department most likely eliminated (downsized) any employee in the company that wasn’t producing up to the company "standard." What most companies found when they terminated these employees was that the company "standard" was not known by the employee.

The desire to measure is universal! So, why don’t we do more of it? All phases of a business usually are measured: they are just generally measured in a way that buy the time the results are made public it’s too late to make any improvements. In some cases this causes the company tremendous financial hardship.

Most managers agree that employees are their most valuable asset. Therefore, shouldn’t we give them an evaluation system that works? One that measures their performance: daily, weekly, and yearly!

Look at the statistics (measurements) available to the AFL and NFL football teams leading up to the Super Bowl football game. Each team knows the others win, loss record, wins at home vs. on the road, passing statistics, average rushing yards. Think of the statistics available to the players after a game. Every player knows his personal statistics before he leaves the stadium. Number of tackles, interceptions, completions there are all recorded and shared with the players, isn’t this the way your employees should go home after a day at the office. Knowing exactly how they did!

The same measurements you use to evaluate an employee’s daily work can be expanded into their yearly evaluation.  In “sales: it’s generally: number of orders booked, number of dollars per order, sales numbers for the “item of the month,” (doesn’t this also make it the item of the day?) these results can then be measured against the company standard, and an employee can evaluate himself or herself daily.

Once the overall “measurable “goals are set, evaluation becomes a “discussion” as to:

What more can be done in certain areas?

What should be done less in certain areas?

What new things should be started and what should be stopped completely?

In today’s business climate, employees are paid for accomplishments not activities, so those are the areas you want to target with measurements, Clarity is essential. During the evaluation, notes should be taken by both the manager and subordinate, thus at the end of the evaluation there will be no doubt as to what is being measured and how.

With agreed upon measurable goals any employee can give themselves a daily (the best), weekly, or monthly evaluation. Employee’s will then begin to motivate themselves, they will know exactly what it takes to become a success and get promoted through the company’s measurable criteria. People love to win! Shouldn’t we let them know the score as they play?

We generally look at the salesperson as the easiest to measure, but by taking a close look at all company positions, you can evaluate all positions by measurable criteria.

Receptionist: are all calls answered by the 3rd ring?

Human Resources: do new hires in all departments stay longer than your industry average?

Marketing: do marketing campaigns yield the appropriate number of leads?

Accounting: are financial reports available on the date due?

These are just a few examples. A good manager will be able to list many “measurable” goals for their particular department. Employees can also be a good source for measurable criteria.

Goals that are set by using “measurable” criteria and shared with the employee make the dreaded employee evaluation much less stressful. Evaluation time becomes a time for constructive discussion where both the employee’s and company needs are addressed and measurable criteria are discussed for a salary increase and promotions,. Isn’t that what matters most: companies pursuing their goals in harmony with employees pursuing theirs. That’s a win, win for everyone.

Mike Hill is an author, speaker, and senior business partner with Progression Partners.

  • Perspectives

    • How to Find a New Audience After Hitting a Marketing Plateau

      It may sound like a marketer’s dream scenario: efforts have proven to be so successful it appears a company has completely saturated their target audience. While it may be a good problem to have, it still may be a problem. Hitting a marketing plateau is an opportunity for companies in any industry to reevaluate, re-energize and come to the table with new ideas for better understanding existing customers and engaging new audiences.

    More

Subscribe

Name:
Company Name:
Email:
Confirm Email:
HTML
INside Edge
Morning Briefing
BigWigs & New Gigs
Life Sciences Indiana
Indiana Connections
INPower
Subscribe
Unsubscribe

Events



  • Most Popular Stories

    • Shaina Keck

      Pier 48 Manager Named

      FK Restaurant Group has named Shaina Keck sales and banquet manager for Pier 48 Fish House and Bar in downtown Indianapolis. She previously served in sales at Kilroy's Bar & Grill. Keck is a graduate of Indiana University Kelly School of Business with a bachelor of science degree in finance and accounting with a concentration in international studies.  
    • (image courtesy of The Times of Northwest Indiana)

      Crews Start Demolition of Carson's in Hammond

      The face of downtown retail in Hammond is changing once again with the demolition of Carson’s department store, the one-time the anchor of Woodmar Mall. Our partners at The Times of Northwest Indiana report excavating crews have started to demolish the last vestige of the shopping center which stood since the 1950s. 

    • (photo courtesy of WTHR-TV)

      Andrew Luck Retiring from NFL

      In a shocking development following the Indianapolis Colts' preseason loss to the Chicago Bears, quarterback Andrew Luck has announced his retirement from the NFL. Luck, who did not play in Saturday's game, said the number of injuries he has suffered throughout his professional career "has taken my joy of this game away." Luck teared up during a news conference in which he made his announcement. "After 2016 where I played in pain and was unable to regularly...

    • Alorica Inc. announces it will close its Lafayette office.

      Lafayette Call Center Closing; 147 to Lose Jobs

      A Lafayette call center is closing its doors, leaving 147 people without a job. California-based Alorica Inc. sent a letter Thursday to the Indiana Department of Workforce Development, notifying the agency of the closure. The letter is required by the Worker Adjustment and Retraining Notification Act.  

    • (Image courtesy of Northern Indiana Commuter Transportation District)

      Michigan City Commits $12M to South Shore Track Project

      The Michigan City Common Council has formally committed to contribute $12 million towards the proposed $416 million Double Track project for the South Shore commuter line. Our partners at The Times of Northwest Indiana report the council voted unanimously to pay $7 million upfront and finance the remaining $5 million through a 20-year bond issue.