As a people manager, you are responsible for leading, motivating, and developing your team members. But how do you measure your effectiveness and impact as a manager? What are the most important metrics for a people manager to track? In this article, we will explore six key metrics that can help you assess and improve your performance as a people manager.
Employee engagement is the degree to which your team members are committed, enthusiastic, and productive at work. It reflects how well you create a positive and supportive work environment, communicate your vision and goals, and recognize and reward your team's achievements. You can measure employee engagement by using surveys, feedback tools, or one-on-one conversations. A high level of employee engagement can lead to better retention, productivity, and customer satisfaction.
As far as I see, measuring a metric and taking an action upon the output are quite distinct from one another. Measuring metrics such as employee engagement, satisfaction, or retention is the easiest part of the people management process. If an employee believes that the result of (let's say) an employee satisfaction survey goes to waste, it goes to waste no matter the case. That's why I sincerely believe that most important parts of these kind of implementations come after data collection. You must be able to analyze the data effectively. You sould tell the story behind the data to employees and they need to understand and internalize the results, see that you're taking actions based on the outputs and getting the management support.
El compromiso de los empleados es el resultado a mi forma de ver, de la experiencia de la persona en la organización; de su nivel de bienestar laboral, de la cultura organizacional y de la alineación de sus propósitos personales con los de la compa?ía. Sin embargo, estas 3 variables pueden gestionarse, con el requisito de altos directivos comprometidos en este cambio.
It ultimately boils down to what the People Manager has been advised to do. Work backward and focus on only broken things that need to be fixed. Gauge satisfaction and motivation through surveys or feedback. Assess progress through evaluations and completion rates.
Employee satisfaction is the extent to which your team members are happy and fulfilled with their work, their colleagues, and their manager. It reflects how well you meet your team's needs, expectations, and preferences, and how you balance their workload, autonomy, and growth opportunities. You can measure employee satisfaction by using surveys, ratings, or reviews. A high level of employee satisfaction can lead to lower turnover, higher morale, and greater loyalty.
Employee performance is the quality and quantity of your team's work output, results, and outcomes. It reflects how well you set clear and realistic expectations, provide regular and constructive feedback, and coach and mentor your team to improve their skills and abilities. You can measure employee performance by using metrics, indicators, or scores that align with your team's objectives and standards. A high level of employee performance can lead to increased efficiency, effectiveness, and innovation.
Employee development is the progress and improvement of your team's knowledge, skills, and competencies. It reflects how well you identify and address your team's learning needs, gaps, and goals, and how you provide them with relevant and accessible learning resources, opportunities, and support. You can measure employee development by using assessments, evaluations, or portfolios that demonstrate your team's learning achievements and outcomes. A high level of employee development can lead to enhanced capability, adaptability, and career advancement.
En relación al desarrollo de los empleados, es necesario comprender que somos seres multidimensionales, donde debemos conocer a quienes conforman la organización. Podemos crear un plan de carrera, reconociendo por ejemplo la individualidad de sus características generacionales, culturales y educacionales, con el fin de máximizar el potencial de cada persona.
Employee retention is the rate and duration of your team's stay in your organization. It reflects how well you retain your team's talent, potential, and diversity, and how you prevent them from leaving for other employers or opportunities. You can measure employee retention by using metrics such as turnover rate, retention rate, or tenure. A high level of employee retention can lead to reduced costs, increased stability, and stronger culture.
Quisiera compartir en base a mi experiencia, que hoy en día, luego especialmente del impacto de la pandemia, para la retención de buenos talentos, es el bienestar laboral, traducido en la experiencia del empleado dentro de la cultura organizacional, desde el onboarding.
In my experience, most organizations don't measure employee retention, or if they do, they don't set a retention goal. With our current VUCA (volatile, uncertain, complex, ambiguous) environment and tight labor market (more jobs than people), retaining and growing your internal talent is crucial for success. Most reasons for employees leaving can be solved with developing leaders. Executive Coaching has an immensely positive impact on retaining leaders as well as employees under them. Additionally, you must be continuously maintaining an internal leadership pipeline; this can only be done if you retain your people.
Employee feedback is the input and opinions of your team members on your management style, practices, and behaviors. It reflects how well you solicit, listen to, and act on your team's views, suggestions, and concerns, and how you demonstrate your openness, humility, and responsiveness as a manager. You can measure employee feedback by using tools such as surveys, polls, or reviews that capture your team's ratings, comments, or recommendations. A high level of employee feedback can lead to improved trust, collaboration, and alignment.
Me gustaría a?adir dentro de las métricas, una que no está masificada, sin embargo, hoy en día es relevante que es el índice de bienestar laboral de los empleados. Lo que permitirá saber la autopercepción y las dimensiones de riesgo de bienestar en la empresa.