Performance Set

Tracking Employee Performance

A constructive way of conducting performance appraisals and tracking employee performance is to conduct interim reviews as part of a continuous employee development process.

Long term performance starts with an employee development plan and involves properly setting performance goals as well as timely job feedback.

5 Steps to Better Performance:

Setting and achieving goals involves 5 steps: planning, goal setting, feedback, review, and evaluation. Interim reviews are critical during this process.

Employee Performance Example

Let's review a performance task that illustrates the importance of feedback and regularly checking work.

Planning: Identify key responsibilities that will be evaluated.

A pilot is required to land the aircraft at a designated airport during limited visibility, known as instrument meteorological conditions.

Goal Setting: Clear understanding of the task, conditions, and standard(s).

In this scenario, the pilot cannot see the ground consistently and must rely solely on her thorough cross-check of aircraft instruments to determine position. After verifying location, the pilot begins descent to the desired airport at an initial approach point determined by her location and altitude.

Assuming weather remains as forecast, if the pilot maintains a thorough cross-check of aircraft instruments that indicate airspeed, altitude, heading, location, and rate of descent, she will descend to the minimum descent altitude or decision height at a location with the airport in sight, where she can proceed and land.

Feedback: Regular input shows whether you are on course.

If the pilot performs the approach properly, all aircraft instruments will remain within tolerance and she will receive "on course, on glide path" indications throughout the approach.

At the beginning of the approach, the aircraft instruments appear less sensitive and any "on course, on glide path" deviation may appear minor. If they are corrected early, the pilot can return the aircraft to the correct position easily.

As the pilot gets closer to the airfield, the instruments become increasingly sensitive. Adjustments that should have been made early on become more difficult to correct. Typically, the approach is more erratic or results in a failure to break out of the clouds at a point safe for landing.

Interim Review: Tracking employee performance via semi-formal feedback.

Failure to maintain every variable correctly might cause the aircraft to be left or right of course, above or below glide path, or too fast or too slow. If the pilot gets out of tolerance, this will prompt a call from the air traffic controller monitoring the radar with an offer of assistance or other course corrections.

Evaluation: Formal review of success or failure.

At the time or location of the decision point, the pilot must see the airport and determine whether they can proceed for a safe landing. If they cannot see the runway, the approach failed and becomes a missed approach that requires a go around and a need to try again.

Setting and Achieving Goals

Tracking employee performance, as with any task, it is much easier to take corrective action early on. This requires that leaders have regular contact with their employees so that they coach and mentor along the way. This allows for discussion and clarification via "foot locker" coaching sessions along the way.

Next, if you conduct periodic, semi-formal reviews (quarterly or some other interval), you allow both parties the opportunity to adjust. For example, if you conduct semi-formal "pencil" sessions on a quarterly basis, it would provide both a chance to conduct less threatening rehearsal sessions of the formal review.

Here, both manager and employee have the opportunity for a full exchange of ideas without the stress of the annual review. During the remaining time available, everyone can take the necessary corrective action instead of waiting for the formal review at annual appraisal time.

Quarterly or interim reviews provide a mechanism for tracking employee performance and making any necessary adjustments before conducting employee performance evaluations.

Make your interim reviews a small part of the appraisal process by providing feedback and encouraging growth and development.

About the Author

Tom Crea has been developing leaders for more than 25 years. If you would like to know more about a values-based approach to leading and improving your team, contact Tom at http://www.all-about-leadership.com/coaching-a-leader.html .

Performance Set

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