How can you track employee progress and performance towards goals?

I'd think we need some customised indicators. In my workplace we are planning for these: 1- income 2- teamwork 3- enthusiasm to learning 4- patience ... By using a simple excel you can easily model and rank them.

Setting SMART goals is an essential stone in any successful PMS "Performance Management System" SMART is a very common objectives-setting formula, it indicates the following characteristics: 1. Specific: setting specific goals and measurements. 2. Measurable: Objectives should be measured. 3. Achievable: objectives should be attainable. 4. Realistic: it should be realistic, and could be achieved. 5. Time-bound: Objectives should be timed. (e.g. by end of Q3 2023).

Tracking employee progress and performance towards goals is crucial for ensuring that individuals and teams are aligned with organizational objectives and contributing effectively to overall success. Here are some effective strategies for tracking employee progress and performance toward goals: - Establish Clear Goals and Expectations - Utilize Goal Management Systems - Implement Regular Check-ins and Feedback - Utilize Performance Management Tools - Encourage Self-Monitoring and Reflection

In my nearly 30 years in a broad scope of Leadership positions within the U.S. Naval Logistics, one thing I have always found to be true; "Employees (People) won't care how much you know until they know just how much you care" it has always served me well, Cheers! - JET

SMART goals gives clarity to both the supervisor and the employees on what to work on, where to head to, and more importantly, to be precise in the definition of success. Without a SMART goal, things will be fuzzy and it will be difficult to move towards that goal. It's like trying to navigate to a place without knowing whether you are in the right place at the right time.

Using a Goal Management System is very effective in managing the PMS cycle/workflow. It can include the entire process: from the Objectives setting to the rewarding step.

OKRs helps the management team to focus on what is more important, and break down big objectives into smaller, manageable and measurable steps (i.e. key results). The key thing about good implementation of OKRs is to keep the team focused on 1 to 2 objectives at a time. KPIs will be more useful for front line management where desired productivity and performance goals can be easily measured, e.g. sales, manufacturing production.

One of the cornerstones of any successful PMS is the regular review of the employees' performance. Many of today's corporates is adopting the mission of reviewing the employees' performance regularly (for example: Quarterly / Bi-Annuall review). This may be helpful in managing the rewarding system efficiently.

In addition to regular check-in to provide coaching and feedback, which are often done in longer intervals focusing on the individual's performance, I find that consistent accountability check-ins on a weekly basis is what helps drive momentum the best. It keeps the team focused on what is the most important task, allows the manager to make small adjustments before bigger ones are needed, and also allow feedback to be more targeted and precise.

There several ways that guarantee an effective tracking of the employees' performance: - Embedding the Self-assessment phase in any performance cycle review. - Collecting employees' performance through various inputs (e.g. customer' insights, NPS, CX surveys). - Using effective performance review cycle such as: 360 degree feedback that include receiving the employees' performance from different inputs (e.g. managers, peers, cross-departmental peers, matrix managers, customers)

Ensure review documents assist in the assessment of performance and potential. Refer to operational management software and strategic planning documents to assess the ability to address strategic, operational and emergency needs. For more detailed consideration refer to project planning work breakdown structures, any performance improvement plans and your weekly progress notes. Weekly progress notes can be a simple Excel file with the date, name of team member, an indicator of pro/con or a plus/minus and a brief note of what you observed from the team member. When quarterly and more formal annual reviews come around you can filter out the year's plus' and minus' to provide the most productive feedback and game plan for the future.

Successful PMS end with the Rewarding phase, ensuring effective/fair rewarding will be helpful in achieving the following points: - Engaged employees, where good behavior/performance is rewarded. - Healthy competitive workplace where employee compete with each other to achieve an organizational excellence.

From my perspective , I believe that when the goals are SMART and be clear to every employee, and when there is a regular meeting to keep sure that every person understand his role in achieving these goals will make them feel that they are an integral part of the company's plan and its success and emphasize the role of each of them in achieving the set goals, that will motivates them to stay on track .