You want to monitor employee performance in real-time. What’s the best tool for the job?

Pl don't do it Explain the work Leave them free to deliver Be there to support and iron out their hurdles Don't be a tyrant

Apart from regular check-in conversations, I would use a simple action plan with specific milestones to complete and check off at each scheduled performance review. Having said that, employees have to be provided the environment and space to experiment ideas and feel empowered to make decisions courageously.

I've seen performance software in call centers, telecom garages, broadband installation teams, insurance agencies, and facilities management teams. The most effective tools for the job are the employees themselves. You can have the best software in the world, the richest data analysis, and the best IT analyst to guide you in reporting but without the employees' buy-in you will have a hard time getting any real true results from it. Approach the employee from the standpoint of wanting them to succeed, provide a reward at the end of all this to adopt the change, and fully explain the process and the output. Once they see it's in their best interest to play then they will be happy to show you that they are the best tool for the job.

Real time performance measurement in manufacturing and assembly type operations is being done today as equipment and facilities collect data that measure performance at the workstation. In traditional office environment, this is more difficult to do. People generally work in teams where work depends loosely on the completion of tasks of others. Idle time goes by unmeasured. Encouraging employee mobility where expertise and skills can be applied on an as-needed basis is a way forward. Implementing an internal gig pool is one such way. Mobility can be associated with tasks and time spent, thus enabling a basic measure of productivity. A blunt tool that gets sharpened with use!

truth work, make it available, then make it rightly this time together, all better........................................................

Productivity is viewed in two separate types : Manufacturing/Assembly and traditional 'office' type. Productivity in manufacturing/assembly operations is impacted by equipment and facilitiesthat are programmed to measure productivity. For ‘office' type workers, productivity is affected by factors beyond machinery or equipment. Teams operate in isolation. Team members like UX/UI, database administrators, testers and developers wait for others to complete portions of their sprints. Idle time goes unmeasured. Employee mobility and open opportunities where employees can be shared among different projects on are emerging. As more jobs go remote, new ways of measuring outputs and impact on business outcomes will emerge. We are working on it.

1- Project Management Tools: Trello: Helps teams organize tasks on boards, providing transparency into who is working on what and the progress of each task. Asana: Allows teams to manage tasks and projects, providing a clear overview of workloads and progress. 2-Communication and Collaboration Tools: Slack: Facilitates real-time communication, file sharing, and collaboration among team members. Microsoft Teams: Integrates chat, video conferencing, and file sharing for seamless collaboration. 3-Employee Monitoring Tools (with caution): Hubstaff: Monitors work time, activity levels, and project progress. However, it's crucial to use such tools transparently and with employees' consent to avoid privacy issues.

My personal favourite are tools that get integrated with your real time chat tools as that helps you push data in real time project updates. This tool helps track performance in real time, motivate and push teams in right direction.

I’m partial to 15Five. I used them and helped clients implement the software when I was a management consultant. Their platform has grown substantially since then and provides a streamlined way to prompt managers and direct reports to communicate progress, own their sphere of influence, and advance desirable performance. In a work world predicated on cross functional, hybrid collaborations, finding tools that are user friendly increases the likelihood of adoption. If high performance is critical and viability is necessary, I recommend trying 15Five. And I also hear - Lattice is another great option. I am just less familiar.

I my experience, having a connect with your team on a regular basis is crucial. Documenting discussion n tracking the achievements n challenges fulfill the need for real time performance review. Documentation can be done using any tool that gives us various charts n graphs which will help you route ur discussion, but no tool can replace 1X1 connect.

Performance management without change management is a recipe for disaster. Leaders sometimes forget that performance management tools are simply documentation tools. First, organizations must invest in their leaders to create a feedback culture, where employees become equipped to give and receive feedback. After making the proper investment in the people, the company can invest in tools to document performance. When done in reverse, organizations run the risk of diminishing the importance of feedback in the eyes of their employees. Ryan N. Mitchell, DBA #drryan #linkedin

Performance management without change management is a recipe for disaster. Leaders sometimes forget that performance management tools are simply documentation tools. First, organizations must invest in their leaders to create a feedback culture, where employees become equipped to give and receive feedback. After making the proper investment in the people, the company can invest in tools to document performance. When done in reverse, organizations run the risk of diminishing the importance of feedback in the eyes of their employees. Ryan N. Mitchell, DBA #drryan #linkedin