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The 4 Things You Need to Do
Having trouble monitoring your staff’s performance? It’s difficult, we know. Tracking your staff’s performance is one of the goals of employee management, which Willis Towers Watson defines as “employees' willingness and ability to contribute to company success.” Among the many responsibilities of a leader, managing your staff is the most delicate job. It demands planning and careful, consistent execution. However, the rewards of successfully managing your staff are three-fold.
The rewards of good employee management
One, it increases productivity in the workplace. Companies with high employee engagement have 22% higher profitability. Second, it improves employee morale and lowers employee turnover. Employee turnover is particularly critical because companies spend an average of $4,129 to hire new people and $986 to onboard new employees. Third, it allows you to retain top talent. Intelligent, highly skilled, and hardworking employees are hard to find, and even harder to retain. More than a third of employees are actively searching for new opportunities. The mission, then, is not just to retain them through their salary and benefits – many companies are scrambling for talented individuals – but also to instil loyalty to your company and its values. That is a direct product of tracking your staff’s performance and managing them wisely.
How well you track the performance of your staff determines the success of your department, and ultimately, your company. Seems like a precarious task? Not so! There are certain practices in the workplace that you should adopt to make tracking your staff’s performance successful.
Communicate with them
Communication is the cornerstone to high employee engagement, which is how employees work not just for themselves and their salary, but on behalf of the company. Highly engaged employees are motivated to make your business successful. Through communication, not only are instructions clearly delivered, but you can also understand your employees more integrally.
Make it a habit to ask them for progress on their tasks and update them on significant events. Talk about what your goals for your team are, and ask them how they can work on them. Show them that they can talk to you about their concerns at work. By doing so, you promote a company culture that makes employees feel more motivated, secure, and motivated to achieve your goals.
Check on their progress
The purpose of communication is to be in the loop about what exactly is going on in your team. However, you also have to see it for yourself. Conducting weekly meetings is widely encouraged because it gives you a closer look at ongoing projects and it encourages your staff to update you on their projects and inform you about their concerns. At your meetings, let each of your staff speak about their tasks, accomplishments, and inquiries .Keep in mind to ask for explicit details so that you have a clear understanding of their reports and inquiries and nothing is left unsettled. In between important tasks, you should also ask your staff for updates as a gentle manner of persuading them to finish those tasks well and on time.
Evaluate their performance at consistent intervals
Short-term assessment of their individual performance is important to know whether or not they are getting tasks done in time. However, long-term evaluation is just as important to recognize their habits in the workplace and if these are beneficial to their overall performance and your organization. They may do their tasks on time, but lack professionalism in the workplace. On the flip side, they may be professional in the workplace but don’t get their tasks done on time.
More than recognizing the strengths and weaknesses and the achievements and failures of your people, the purpose of evaluations is to nurture the growth of your employees. Telling them how to improve their performance, in a kind yet professional manner, empowers them to do better. More importantly, your staff want to be recognized by you for their accomplishments. Commending them for a job well done lets them know that you appreciate the work that they do for you, which is a strong source of support and motivation.
To do this, you must conduct regular evaluations of your staff at short- and long-term intervals. For example, note down the achievements and shortcomings along the week and discuss these with your team at your meetings. Approach underperforming employees personally and talk to them about how they can improve. At the end of the year, assess the growth of your staff, and commend those who are doing an excellent job.
Use employee management tools
Nowadays, technology allows you to reach your team more efficiently through employee management tools. They can record your employees’ information and provide ways to search for people more easily. Usually, they also come with productivity tools that can track progress on tasks and projects. Most importantly, they streamline communication in your team through instant messaging, message threads, and creating posts. You don’t need to have a big company to use these tools. One of the simplest and easiest staff management tools is Supertap. Along with your own website for customers, it provides you with your own staff management app that allows you to track the precise location of your staff and progress on their jobs, chat or call them real-time, and monitor all aspects of your business. It is a great all-around management tool for service-based businesses.