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You’re in charge of evaluating employee performance in Plant Operations. What are the best ways to do it?

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Evaluating employee performance in Plant Operations is a crucial task for managers and supervisors. It helps to identify strengths, weaknesses, opportunities, and challenges for each worker, and to provide feedback and recognition. However, it can also be challenging to do it effectively, fairly, and consistently. Here are some best practices to follow when you’re in charge of evaluating employee performance in Plant Operations.

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Seun Oyegunna (MIEI, MIET, COREN?)

Manufacturing team member

1 Set clear and measurable goals

One of the first steps to evaluate employee performance is to set clear and measurable goals for each worker, based on their role, responsibilities, and expectations. Goals should be SMART: specific, measurable, achievable, relevant, and time-bound. They should also align with the overall objectives and vision of the Plant Operations department and the organization. By setting clear and measurable goals, you can track and assess the progress and results of each employee, and provide feedback and support along the way.

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Seun Oyegunna (MIEI, MIET, COREN?)

Manufacturing team member
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Setting smart goals include but not limited to the creation of SOP's (standard operating proceedures) for operations and given adequate training to employees inorder to achieve the maxima use of the various SOP's created. Division of labour should be encourage inorder to have a clear objectives and accurate responsibility for every employee. Work ethics and safety proceedure should be well spelt out inorder to have a work save place for all and this will also help to achieve maximum protection of all asset likewise.

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James Hager

Automation Technician III at Jabil Healthcare
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Setting SMART goals to put everyone in similar position on the same path, will make it easier to define where someone is at in relation to meeting goals. Also along with these goals also setting goals to help employee not only benefit the organization, but also benefit the employee to line them up towards progression of position within the organization which will continue to benefit the company in the long run.

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2 Use multiple sources of data

Another step to evaluate employee performance is to use multiple sources of data to gather evidence and insights. Data can include quantitative metrics, such as output, quality, efficiency, safety, and customer satisfaction, as well as qualitative feedback, such as peer reviews, self-assessments, customer testimonials, and observations. Using multiple sources of data can help you to avoid bias, verify information, and capture different perspectives and aspects of employee performance.

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Seun Oyegunna (MIEI, MIET, COREN?)

Manufacturing team member
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Data collection and data analysis will help to detect the areas of improvement concerning employee performance. Element which should be expected in the data should include and not be limited to the following: Manhour, product-output with cost, materials-input with cost, waste generated with cost of disposing, energy consumed with cost, lost hour due to employee's error or negligence and so on.

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3 Conduct regular and timely reviews

A third step to evaluate employee performance is to conduct regular and timely reviews with each employee, either individually or in groups. Reviews should be scheduled at least once a year, but preferably more frequently, such as quarterly or monthly. Reviews should be timely, meaning that they should reflect the most recent performance period and address any issues or achievements as soon as possible. Reviews should also be constructive, meaning that they should highlight the strengths and areas of improvement of each employee, and provide specific and actionable suggestions and feedback.

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4 Recognize and reward performance

A fourth step to evaluate employee performance is to recognize and reward performance, based on the goals and criteria that were set. Recognition and rewards can be formal or informal, monetary or non-monetary, individual or team-based, depending on the situation and the preferences of each employee. Recognition and rewards can include verbal praise, certificates, bonuses, promotions, training opportunities, or flexible work arrangements. Recognizing and rewarding performance can help to motivate, engage, and retain employees, and to foster a culture of excellence and appreciation.

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James Hager

Automation Technician III at Jabil Healthcare
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I agree with this, not only just because everyone deserves to be praised, but because if someone is working hard and meeting and exceeding goals being given even just a small personal verbal praise lets them know their supervisor is actually paying attention, not just doing the evaluations and that's the only time they're engaged in the year.

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5 Seek and implement feedback

A fifth step to evaluate employee performance is to seek and implement feedback from the employees themselves, as well as from other stakeholders, such as peers, customers, or suppliers. Feedback can help you to understand the needs, expectations, and challenges of each employee, and to improve your own performance as a manager or supervisor. Feedback can also help you to identify any gaps or issues in the evaluation process, and to make adjustments or improvements accordingly. Seeking and implementing feedback can help to build trust, communication, and collaboration between you and your employees.

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James Hager

Automation Technician III at Jabil Healthcare
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Not only taking feedback from your employees, but actually implementing any of it is very key to building a good relationship with employees. When they feel they have some buy in or that their voice actually matters to the manager and that they are truly valued (not just valuable) they will be more motivated to put in good work and keep pushing forward. Not to mention they'll know if they have any concerns, they can bring them up to a manager and actually be heard, not just "listened to" and given lip service to "just keep" them (employee) happy.

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6 Monitor and follow up

A final step to evaluate employee performance is to monitor and follow up on the results and outcomes of the evaluation process. Monitoring and following up can help you to ensure that the goals and feedback that were set and given are being implemented and achieved, and that the recognition and rewards that were offered are being delivered and appreciated. Monitoring and following up can also help you to track and measure the impact and effectiveness of the evaluation process, and to make any necessary changes or updates as needed.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You’re in charge of evaluating employee performance in Plant Operations. What are the best ways to do it?

1

2

3

4

5

6

7

1 Set clear and measurable goals

2 Use multiple sources of data

3 Conduct regular and timely reviews

4 Recognize and reward performance

5 Seek and implement feedback

6 Monitor and follow up

7 Here’s what else to consider

Plant Operations

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You’re in charge of evaluating employee performance in Plant Operations. What are the best ways to do it?

1

2

3

4

5

6

7

1 Set clear and measurable goals

2 Use multiple sources of data

3 Conduct regular and timely reviews

4 Recognize and reward performance

5 Seek and implement feedback

6 Monitor and follow up

7 Here’s what else to consider

Plant Operations

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