You're assessing employee performance. What indicators should you focus on?

Assessing an employee can be tricky, but start with their enthusiasm to learn and grow. Look for signs they go the extra mile to solve problems or complete tasks, showing dedication and initiative. Observe how they perform under pressure—can they stay calm and productive? See if they’re a team player who supports their teammates and celebrates their achievements. Evaluate the quality and consistency of their work, paying attention to detail. Lastly, ensure they’re aligned with the company’s goals and their personal objectives sync with the broader vision. Considering these aspects gives a well-rounded view of an employee’s strengths and potential.

Imagine you’re the coach of a diverse team with athletes who each have different strengths. You wouldn’t judge a marathon runner solely on her sprinting speed, just as you wouldn’t compare the mindset of a chess player with that of a sprinter’s. Instead, assess each athlete based on their own goals and growth. How well does each player improve in their specific area? How do they adapt to challenges, learn from mistakes, and take constructive feedback to enhance their game? In the same way, evaluate employees by their personal benchmarks rather than against others. Finally, look at how they function together. Misplacing talent is a waste of everybody's time. And that's on you.

Well-being over Performance: Key Indicators Shift focus from pure performance to team well-being. Watch for: Engagement: Are they excited about their work? Energy: Do they maintain good energy levels? Collaboration: Do they feel connected and supported? Proactivity: Do they take initiative & solve problems? Growth: Are they interested in learning & developing? Purpose: Do they feel their work is meaningful? Also: observe non-verbals, encourage open communication, & celebrate successes. Prioritizing well-being fosters a thriving team!

Employee performance can be reduced to three simple questions: 1. What did they contribute? (results, impact, growth, etc.) 2. What did they detract? (tardiness, unprofessionalism, defects, etc.) 3. What is the future potential? Are they vested in continuous improvement and staying relevant for the future? (attitude, growth mindset, talent, potential, etc.) Use your organization's guidelines and checklists. The above three dimensions should be valid across all organizations and contexts.

There are three parts to this assessment 1) The depth in the employee's thinking (how they understand and process the task / problem and outcomes expected) 2) How effectively and an employee's thinking is supported with action (ability to map actions and processes to their task) 3) How an employee's thinking and actions evolve, refine and adapt to deliver outcomes (ability to be tactical while having a sharp strategic overview of their action and outcome dynamic)

Evaluation Criteria: Assess how effectively employees use their time and resources to achieve results. Assessment Methods: Track completion times for tasks, monitor productivity metrics, and compare against benchmarks or KPIs.

True efficiency levels. What’s the output? What objectives are truly relevant? Are you measuring the amount of time a bum is on a seat? Or how many arbitrary processes have been followed? Have you added extra elements to the role, that might not be a great fit for someone (often people managers get administration burdens, or technical experts get teaching responsibilities). If this is the case, review how you’re measuring efficiency, and how you’re allocating tasks

Assessment Criteria: Timeliness, resource management, and productivity in completing tasks.Example from my Experience: As a Training Coordinator, I could measure how effectively an employee manages their time to organize and execute training sessions, ensuring minimal downtime and maximum engagement.

When assessing efficiency levels, focus on how quickly tasks are completed, the effective use of resources, adherence to deadlines, and overall productivity in relation to set goals. Consider the employee's ability to streamline processes, minimize waste, and maintain high performance under varying conditions.

Evaluate the employee's productivity, time management, and ability to meet deadlines. Consider their workload management, prioritization skills, and ability to minimize waste and maximize resources. Assess whether they can complete tasks efficiently without compromising quality.

A person who feels a part of a team, is trusted, respected, heard, seen, in my opinion performs better. They feel they are not alone, they are a part of a greater group working towards a common goal, they have others they can learn from, listen to, grow together. When team dynamics are off or someone isn’t feeling a part of a team, this can dramatically impact their performance.

One thing I have found very helpful in high performing teams is how easily team members interact, engage meaningfully and support each other in solving problems and growing together as a team. High performance teams thrive on collaborative work environment and individual commitment to the team's strategic objectives.

Assessment Criteria: Collaboration, communication, conflict resolution, and contribution to team morale.Example from my Experience: At JICA, we might assess how well an employee works with diverse stakeholders to achieve capacity-building goals, fostering a collaborative environment despite cultural and operational differences.

A person who feels a part of a team, is trusted, respected, heard, seen, in my opinion performs better. They feel they are not alone, they are a part of a greater group working towards a common goal, they have others they can learn from, listen to, grow together. When team dynamics are off or someone isn’t feeling a part of a team, this can dramatically impact their performance.

Team dynamics play a significant role in overall success. Key indicators to consider include collaboration, communication, adaptability, and problem-solving within the team. A strong performer contributes to team cohesion, drives collective results, and fosters a positive work environment. Measuring these factors helps ensure that both individual and team performance align with the organization’s goals. #TeamDynamics #EmployeePerformance #Leadership #Collaboration

Problem solving skills develop as we grow, and having spent my professional life coming up with innovative solutions to problems, I believe this to be a good indicator of employee engagement and is often underpinned by a deep understanding of their world. Encouraging your team to use initiative is just the start though - you have to see it to be it, and setting an example as a leader, creating a culture where proactive, innovative thinking is celebrated and understanding that my perspective and knowledge is enhanced by those around me, helps to fuel a solution-focused approach and facilitates iterative improvement. Seeing a process improvement being implemented which started life as an idea you had is addictive!

Assessment Criteria: Proactivity, creativity, willingness to go beyond assigned tasks, and suggesting improvements.Example from my Experience: In my role as an Organizational Coach, I could evaluate how often an employee proposes new strategies to improve organizational efficiency or takes the lead in implementing new initiatives.

When assessing initiative taking, focus on the employee's ability to proactively identify and address problems, generate new ideas, and take on additional responsibilities without being prompted. Evaluate their willingness to go beyond their job description, seek out opportunities for improvement, and demonstrate leadership in driving projects and initiatives forward. Consider their creativity, resourcefulness, and ability to act independently to achieve goals.

Proactivity is one of the key success driver for promotion in my eyes. This distinguish people that follow the crowd from the true leaders among us. Not sure I would actually count the number of new ideas per se but the general demeanor will tell me if the employee is in waiting mode or in a proactive mode.

Evaluate the employee's proactivity, willingness to take calculated risks, and ability to innovate. Consider whether they seek new challenges, suggest improvements, and demonstrate entrepreneurial spirit. Assess their ability to anticipate problems, propose solutions, and drive positive change.

Monitoring an employee’s professional development is crucial because it enhances their skills, adaptability, and value to the organization. Continuous learning drives innovation, productivity, and competitiveness, while also boosting employee engagement and retention by offering opportunities for growth.

Ultimately you are looking at the employee’s growth as leader, innovator, team player and effective worker. The question as a manager is simply asking: If I was away for a month, can this employee lead the team, business objectives, and keep it all flowing? Once the question to the answer is a comfortable yes, then your employee is growing into the role to lead. As a leader, remember leaders create leaders. So looking for that leadership qualities and performance is essential for a successful employee.

When assessing professional growth, focus on the employee's commitment to continuous learning and skill development. Evaluate their pursuit of new knowledge, adaptability to changing roles or technologies, and progress towards career goals. Consider their participation in training or educational opportunities, willingness to take on challenging projects, and ability to apply new skills effectively in their work. Look for evidence of increased responsibilities and contributions to the organization over time.

Este ponto é um item constante em meus feedbacks e conversas, tanto coletivas quanto individuais, com as equipes, abordando suas agendas de desenvolvimento. Encaro a agenda de desenvolvimento como um aspecto crucial n?o apenas para a ascens?o e destaque na carreira, mas também para a manuten??o contínua de desempenho e posi??o.

Remember when you're writing an assessment or conducting an employee review, the words you choose will significantly impact someone's life by remaining on the company record and influencing their chances for promotions and raises. Do not dial these in. Carve out enough time to provide thoughtful reviews spending time on each one. They shouldn't be approached as some kind of chore you quickly get through to get back to your own work. Set aside time. Also, even if you're frustrated with an action (or inaction) they took recently, examine if it is part of a larger narrative or if it was simply a one-off. Give them the chance to correct the behavior. If it persists, there will be a future opportunity to review and document the behavior.

Employee performance assessment should be rooted in the defined goals and objectives and key performance indicators (KPIs). This must align with the feedback received throughout the year. Surprises should be avoided, and the assessment should be based on factual evidence rather than subjective judgment and biases. Therefore, thorough preparation is essential to ensure the assessment process does not negatively impact individuals or team morale. Evaluating team members based on tangible, justified results without unfair comparisons is crucial.

Performance review should be align with performance and development goals. How well employee contributes to the business, and how affected development of others, as well as his own development. Goals should be aligned by the beginning of the year. It’s important that managers have the same criteria in order to promote health culture

Contributing to the overall strategy is essential. Focusing on the right priorities and developing future skills is crucial for the organization's growth. The coachee's understanding of the organization's direction and their efforts to be part of its future success will make a significant impact. These employees are in a league of their own.

This evaluates how well an employee's efforts and achievements align with the organization’s strategic objectives.Example: A business analyst ensures their project analyses and recommendations directly support the company’s goal of expanding into new markets, contributing to successful market entry strategies. An HR manager aligns recruitment and training programs with the company’s long-term growth plans, ensuring the organization has the necessary talent to achieve its objectives.

Evaluate the employee's understanding of organizational objectives, team goals, and how their role contributes to achieving them. Assess their ability to prioritize tasks, focus on key objectives, and make decisions aligned with company strategy. Consider whether they demonstrate a clear understanding of how their work impacts the organization's success.