Employee Performance
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Four Techniques for Measuring Employee Performance

Whether your workers are getting used to working from home more frequently, or you’re working alongside your whole team in your office, it’s important that you’re able to take an informed look at the working patterns of your workforce. By measuring their performance, you’ll be able to understand which staff are most important for your organization, and which aren’t pulling their weight. With this information, you can make better plans and manage individuals on the basis of the information you’re gleaning on their performance. Here are four ways you can measure performance within your team.

Delegating to Managers or Leaders

As a high-level manager, it’s often difficult to keep track of all the workers in your business. Some are new and learning the ropes, while others work in departments you rarely come into contact with. Still, you’ll be able to access the managers lower down in the company, who will likely be more than aware of which staff are performing, and which aren’t quite pulling their weight. Sit down with managers in order to hear from them about employee performance, and use their experience and insights with their teams in order to make decisions about that team’s productivity.

Software Analysis

Meanwhile, if you’re looking for a more quantitative and objective way of measuring employee performance, you’ll find that this is a part of much of the software offered to HR departments in the modern world. By using the software offered by XCD, you can effectively peer through a window into your staff productivity, using the centralized system it offers to understand how your staff go about their daily duties. This software is especially important in the post-pandemic world, where being able to monitor your staff as they work from home is paramount to their continued motivation.

Setting Goals

It’s difficult for individuals and teams to perform to the best of their ability without goals and objectives set on their horizon. This is true for team goals – which managers will strive to have their teams meet – and individual goals, which managers are able to set in order to motivate their staff to action. If you set the same goal for a number of your workers, and only a few of them are able to hit it, you’ll have a good rough impression of the most valuable workers within your organization.


All employee contributions aren’t always visible to the naked eye. Some team members may not produce the fastest work, but they may keep morale up in your team, or motivate different workers around the office, which boosts your company’s productivity as a whole. Don’t dismiss some of your least productive staff right away: be open to the possibility that they might be offering your organization more than you can detect through the measures above. If in doubt, get your staff in for one-to-one meetings, where you’ll be able to talk through these issues and grievances when they arise.

Measure staff productivity, and make sure your workers are working as hard as possible, with these simple tips.

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