Business In every SME, business or franchise, whether they are small, medium, or big, staff are an indispensable part and the driving force behind it. Therefore, as a business owner and leader, it is natural for you to expect your team of staff to perform and deliver results in the best way that they can. But the real question would be, how do you know or evaluate their performances? Is there any appropriate tool or criteria to use? Today, let’s look at some of the helpful tools for staff performance assessment.

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It is good to have regular assessments of performances by the KPIs
The first way to help indicate the performance effectiveness of staff is, of course, to evaluate their results based on set objectives and goals.  To simply put, you could observe whether salespersons are achieving the sales targets; whether the production is overloaded or delayed; or whether the customer relation has received any serious complaints. Another standard tool that is widely used to gauge staff performances is known as the KPI—or Key Performance Indicator. This is a practical performance index to compare and assess the extent to which tasks are carried out successfully.

Essentially, performance assessment is nothing less than to observe and understand your staff’s dedication and accountability on their jobs, as reflected through their KPIs. In situations where KPIs are not being met, then you and the staff would benefit from a mutual discussion  to identify and solve the challenge together for the business.

Regularly assess the performances based on your staff’s behaviors
This doesn’t mean having to sit at the office and try to monitor your staff constantly. That would make anyone feel uncomfortable. But you can observe the time and period where they clock in and out, including information on late showups, leaves, and even overtime stays; to see how these data relate to one another.  Sometimes, staying for OT can either suggest they have a lot of contribution, or it could be delayed work that wasn’t done properly. If the latter happens too often, that would mean negatively for the business, as it might suggest they are not responsible enough to meet your deadlines.   

It is always better to talk with all your staff
The last point here, is nothing would be better than to talk to your staff directly—whether it be in person, or in the weekly or monthly meetings, just to know what’s going on about them. The management can then better understand the problems, challenges and the conditions of the staff. And use that information to make a fair assessment of their performances.

Ideally, if everyone in the business is able to become fully accountable and committed to their duties, that business can move forward steadily and sustainably. The more your staff can develop into great relationships with their own workplace, the more devotion, trust, and accountability will naturally be established among staff and yourself. 

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