Employers all over the world tend to have their own strategies and working points to get the most out of their team members. While there is a lot that an employer can do to ensure they are encouraging their employees to perform at their best, there are also many ways of measuring that performance. The 360-degree appraisal or annual performance review is one of the most effective, but it is not even close to being the only performance measurement strategy (and it likely is not the only one being used in any given workplace). These days, most employers have found their respective grooves and operate very much on their own wavelength. This is not by any means a bad thing, but it is certainly something that can, on occasion, bring out the worst in employees and not the best. Management style, communication, and interaction are the three best indicators of how an employer perform, but in terms of how best to measure performance in team members it can be a little more difficult to digest.
Any company, growing or established, eventually comes to the realisation that they need a way to be able to more efficiently make distinctions between employees who go above and beyond and employees who lag behind in their wake. Without having strategies in play that aim to get the most out of all team members, even the best companies can come undone at the seams. To have a company running at its full capacity and potential, employers must be willing and able to evaluate all employees in a way that is fair, timely, and accurate – anything less is doing both the members of the team and the company injustice.
Giving employees direction as they navigate their positions is vital to measuring their performance. It is nearly impossible to understand how a team member works if you have no idea how well they follow directions. Laying out directions also allows team members to reach out and inquire for further understanding when something does not make sense, making them more well-rounded employees. Understanding how employees work allows them to be evaluated on a more wholesome level. Once and employer has this basic understanding and generalised relationship with their employees, they can move on to the key performance metrics. While it is important that team members can follow direction, it is also equally important that they can work without needing to have eyes on them at all times.
Measuring team is about more than just quarterly individual performance reviews. The team members of any company will inevitably experience learning curves and missteps – it is human nature to make mistakes. But at some point, there must be a level of accountability that is directly linked to the individuals responsible for its fruition. The first performance measurement tactic that is arguably underused is communication. It is difficult to measure the performance of any one team member if the employer does not make the effort to communicate openly and honestly with them, and they with them. Team members are generally happier when they feel they are heard, and they work harder to meet demands and expectations as a result. Communication opens the door, but that is only one step in the process.
Giving team members tasks to work on as part of a group allows the employer the chance to easily understand how they perform as part of the team. Team building exercises are a fantastic way to weed out the people who need to work on their teamwork skills, as well as bring the team closer together. When employees find it difficult to work in alignment with their peers, cracks begin to form and these cracks can turn into massive fractures for the company. It is no secret that teams tend to outperform individuals most of the time. This is not necessarily because the individuals are weak in their own performances, but because they are stronger again when part of a team. If an employer really wants to measure their team’s performance – both individually and as a group – then they need to watch how they work together as well as apart. As the saying goes, ‘team work makes the dream work’. without a team that is passionate and driven to succeed, even the best employer will never get the most out of their team, and the company will likely suffer as a result.
Individuals can perform either eerily similar or incredibly differently, depending on what kind of environment you put them in. While it all depends on the individual, it is fair to say that having set performance measurement strategies is the key to evaluating everyone equally. The best companies are ones that work on the flaws and elevate the strengths of their teams – these companies are the ones that are making the most headway when it comes to profit, accountability, and employee satisfaction. A happy team is a good team, but even great teams sometimes need redirection.