Performance Monitoring
Performance monitoring is a two-way street for both employee and supervisor. Actually, when well designed, the job performance monitoring becomes more important to the employee than to the employee's superior. Why? Because accountability is defined as a method wherein individuals accept the feedback system that measures their performance and are willing to live by its reward mechanism. Thus, if employees have chosen the measures, those employees have the greatest vested interest in seeing that they are accomplished. Thus, the persons' intrinsic motivators, the good feelings about themselves (see Employee happiness defined), become a major part of their personal rewards.
Employee goal setting
A key to employee goal setting is setting the bar that is realistic, achievable, and appreciated. This is initiated through Employee Goal Setting , which captures the essence of what the employee is expected to deliver on a regular basis. How that information is gathered and massaged is detailed in Creating the Source Data Sheet. And finally, putting it on display for the employee and the supervisor is shown in Providing Indicators. Learn how by clicking on Employee Goal Setting.
Employee incentive programs
Incentive program designers must understand the difference between, and the relative values of, intrinsic and extrinsic rewards. They must also ensure that incentives for one group do not become disincentives for another. They must learn which employee performance rewards have a temporary impact and which are long-lasting motivators. Commissions have to be applied to work for the company, not against it. These concepts are based on a clear appreciation of employee motivation rewards.
Employee performance
Besides the day-to-day employee performance monitoring to get the results expected on the job, from the Accountability Chain, the overall performance of the employee, supervisor, or manager needs to be appraised regularly. And feedback of how you as a supervisor perform as well as the company's performance towards the employee needs to be assessed by the employee. As you can see, by clicking on Employee Performance Appraisals, this should be done at least quarterly. Creating employee evaluation forms will assist in the endeavor.
For more details, click on any of the above headings.
Performance Monitoring components
It is our belief you should consider the following three Performance Monitoring components for your process:
Click any of the above components to see the details and the reason for its inclusion.