What are some effective ways to evaluate your resource performance measurement system?

Clear Expectations & Benchmarking as per your organization and team needs rather than just using industry benchmarking.For example, a new Java development team/resource productivity should be measured on specific parameters to their context such as complexity of the application, tech stack, dynamics of their work environment, team composition , and the responsiveness of the client to queries and feedback. This tailored approach ensures a more accurate and fair assessment of the team productivity. As the team or resource gains maturity, their performance can be benchmarked against industry standards for a broader comparison.

We believe in quantitative measurement. We use following key points to identify resource performance, - Number of projects worked on - Number of projects successfully finished either on schedule or ahead of time - Has the client generated any additional business either after or during the ongoing project due to the resource's performance? - Does the resource's team member willing to work with him in next project? - Would the client endorse the resource even in cases where the project isn't completed on time? Keep your metrics simple. The RPM should encourage the resource to to aim for the top spot on the chart.

When evaluating your RPM system, it's important to define the metrics you'll use to measure resource performance. These metrics should be clear, relevant, measurable, and actionable; they should be based on accurate data and provide insights that help you make decisions and improve processes. Common metrics for RPM include effort, productivity, utilization, and quality. Effort reflects the amount of time or work your resources spend on project tasks or deliverables. Productivity is the ratio of output to input or the amount of value or quality produced per unit of effort. Utilization is the percentage of available time or capacity used for project activities or goals.

- Choose metrics that align with your organizational goals and objectives. - Use a combination of quantitative and qualitative metrics for a comprehensive view. - Track metrics over time to identify trends and make informed decisions. - Share metrics with your team to promote transparency and accountability. Let's imagine you're a software development company. You could track the productivity of your developers by measuring the number of features they deliver per week. To improve utilization, you could analyze idle time on developer machines and adjust project assignments accordingly.

The measurement criteria must be more of quantifiable in nature with clear definition of benchmark than qualifiable and subjective.

In my experience, while managing a mobile app development project for a large BFSI client, we aligned our metrics with each project phase for more effective tracking. During the design phase, we measured the completion of wireframes and flow diagrams. In development phase, focused in tracking the no. of completed story points per sprint. Finally, in the testing phase, we measured no. of bugs identified and resolved, ensuring that each phase had tailored and relevant metrics for precise performance evaluation.

- Regularly review and adjust metrics throughout the project lifecycle to ensure they remain relevant and aligned with project goals. - Use a combination of quantitative and qualitative metrics to gain a comprehensive perspective on resource performance. - Involve team members in the selection and tracking of metrics to promote transparency and accountability. - Use metrics to identify areas for improvement, make informed decisions, and enhance resource management practices for future projects.

Beyond the usual comparisons with budget estimates or industry standards, it's also insightful to look at your team's growth over time. Comparing current performance with past achievements can highlight how far you've come and where you need to focus next. It's like a reality check that keeps you grounded and ambitious at the same time. Furthermore, incorporating customer feedback metrics into your comparisons can provide a more holistic view of success. After all, in the end, it's not just about numbers, but about the value and satisfaction delivered to those you serve.

- Choose appropriate benchmarks and targets relevant to your context and industry. - Ensure accurate and reliable data sources for comparison. - Avoid relying solely on benchmarks or targets; consider internal factors and project specifics. - Use comparisons to identify areas for improvement, not just evaluate absolute performance. - Communicate comparison results effectively to stakeholders and team members for informed decision-making.

When evaluating your resource performance measurement system, an important question would be, “Should we use it at all?” Do the benefits outweigh the time and energy it takes to maintain it properly?

SIMPLE is the key with focus on Transparency and Clarity. The approach is: 1. Clear Expectations & Benchmarking with organization & team needs; regularly compare against industry standards to improve benchmarks. 2. Transparent Reviews: Straightforward KPIs in performance reviews, making expectations & outcomes clear. 3. Push Feedback in Performance System for Clarity: Include employee feedback on the effectiveness and clarity of the performance system itself. 4. Data-Driven Transparency: Utilize analytics tools for a clear, transparent view of operational efficiency. Using Simplicity, Transparency and Clarity, the performance system will not only measures resource performance effectively but help in enhancing overall productivity.

To evaluate your resource performance measurement system effectively, consider alignment with objectives, data accuracy, benchmarking, stakeholder involvement, adaptability, cost-benefit analysis, and continuous improvement. Ensure metrics align with strategic goals, validate data sources, benchmark against industry standards, involve stakeholders for diverse perspectives, assess adaptability, conduct cost-benefit analysis, and establish mechanisms for continuous improvement. This holistic approach ensures relevance, accuracy, and ongoing alignment with organizational objectives.

Continuous feedback mechanism helps both the parties ( organisation and individual). Timely feedback is key aspect. Maintaining the psychological safety along with the feedback is of utmost importance. Performance measure should not be just a ritual. It should reward the best performer and coach the rest to be part of HPT ( high performing team ) Feedback should be in public while projecting the best practices & Feedback should be in private while coaching the person with his improvement areas. Remember that "a great leader can make a mediocre , a best performer. A mediocre leader can make a best performer , a mediocre."

How does an associate performance linked to project, Unit or Org Performance. What is managers Span of control (how many people he is managing) Organisations having matrix reporting, how is feedback managed Does organisation fall in trap of bell curve?